“Introverts are more effective leaders of proactive employees. When you have a creative, energetic workforce, an introvert is going to draw out that energy better.” –Laurie Helgoe, American psychologist and author of Introvert Power
When it comes to workforce personalities, most workers identify as an extrovert or introvert. And while many people assume extroverts are the majority, data from The Myers-Briggs Company indicates that introverts account for 57% of the global population. This is significant for a few reasons. First, more of our work colleagues are introverts than we probably realize. Second, it brings into question how enterprise communication and collaboration occur and whether those methods benefit or hinder introversion. Third, a remote or hybrid work model could encourage a healthier, more productive workforce — as well as promote DE&I efforts.
Understand the Introvert Workplace Dynamic
The COVID-19 pandemic propelled introverts into a remote work environment that catered to their professional strengths and preferences. Overnight, introverts were working out of their own homes and communicating extensively through chat and video — no longer facing large, in-person group projects and meetings. Many introverts welcomed the independence and empowerment that also came with remote work. Like a Freaky Friday moment, suddenly extroverts lacked dominance within the new solitary, virtual environment.
Today, as some companies pivot away from remote work models, it’s critical to understand how introverts navigate the workplace dynamic. The term “introvert” is often associated with inaccurate characteristics and conditions. For example, an introvert is not someone who:
- Cannot collaborate with colleagues.
- Suffers from shyness or social anxiety.
- Fears verbal communication.
- Wants to be left alone.
- Is unable to think strategically.
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