It is inspiring to see employers recognizing the unique and differing strengths that introverts and extroverts bring to their teams and company success. By implementing strategies that cater to both types of personalities, these inclusive-minded employers are making their work environments and initiatives more comfortable and satisfying to individuals, helping employees perform to their fullest potential.  

Introverts and extroverts have distinct superpowers that, when unleashed under the right circumstances, can elevate their teams and organizations to new heights. This article explores those strengths, why they’re equally important in the workplace, and how companies can nurture them.   

A prime example: Raising the bar on team collaboration   

Teams are required to collaborate to find opportunities, solve problems, and create new ways of doing things. While lively and engaging collaboration tends to be more motivating to extroverts, introverts tend to prefer performing independent tasks. Given that contributions from the entire team are key to any project or program, how can companies meld these dynamics to create successful outcomes?  

It’s well known that people are more likely to excel in roles where they’re most comfortable. And so, one way that companies are raising the bar on collaboration is by assigning project roles according to an individual’s strengths. The result? Despite contrasting working styles, a great balance can be achieved in which introverts and extroverts equally contribute to the goal. Productivity rises. Stress levels go down. This concept brings a whole new meaning to ‘opposites attract’ – on a professional level, of course!    

Since leadership is central to creating that balance, what type of personality should be in charge?    

“While introverted and extroverted leaders both have their strengths, it is important to note that neither style is inherently better than the other. Both styles have the potential to be effective leaders, and both styles can bring unique benefits to an organization.” — Ben-Jamin Toy, Owner, On Purpose Adventures  

Now, let’s look at some of those superpowers…   

The power of introverts     

Following are exceptional working attributes that are typical of many introverted people – including some well-known “Who’s Who” of introverted leaders, the likes of whom include Barack Obama, Bill Gates, Warren Buffet, Steven Spielberg, and Mother Teresa: 

1. Concentration: Focus deeply on details and tasks for extended periods without being distracted

2. Tactical Decision-Making: Think strategically before acting, avoiding impulsive responses and decisions

3. Active Listening: Listen to understand, absorb other perspectives, give insightful feedback

4. Analytical Abilities: Dive deep into details, analyze data, identify patterns, solve complex problems

5. Creativity: Thrive through quiet reflection, giving way to innovative thinking

6. Self-Sufficiency: Manage tasks independently, requiring limited supervision  

7. Emotional Intelligence: Empathic, good at grasping team dynamics and handling sensitive situations

8. Calm Under Pressure: Composed, reliable in stressful situations and under external pressures

9. Goal-Oriented: Maintain focus on long-term outcomes without losing motivation or momentum

10. Meaningful Relationships: Prefer to build strong and trusting relationships with co-workers, colleagues, and clients

11. Quiet Leadership: Lead through example, solid strategy, and a calm demeanor (not the spotlight)  

Jobs that introverts tend to enjoy: Following are some of the professions that allow introverts to leverage their strengths, such as attention to detail, creativity, deep focus, and empathy, while working in environments that align with their need for solitude and independent work:  

Writing and editing, proofreading, graphic design and visual arts, social media management, civil engineering, mechanical engineering, electrical engineering, accounting and finance, auditing, research and data analysis, cybersecurity, software development, programming, web and cloud development, clinical psychology, therapy, counseling, social work, architecture, translators, biologists, chemists, physicists, pharmacologists, librarians, and archivists    

The power of extroverts   

Extroverts bring a vibrant set of strengths to the workplace, especially in roles that involve collaboration, communication, and social interaction. Here are some of their key attributes, found in such notable leaders as Richard Branson, Oprah Winfrey, Jeff Bezos, Sara Blakely, Steve Jobs, Mark Cuban, and Larry Ellison:  

1. Strong Communication Skills: Exude confidence and stand out in persuasive verbal communications, including in sales, marketing, business development, and people management

2. Collaborative: Enjoy teamwork, group dynamics, brainstorming, and collective problem solving

3. Networking: Naturally inclined to build professional networks and expand opportunities and partnerships 

4. Enthusiasm and Positivity: Thrive as leaders, comfortable in taking charge, making decisions, creating uplifting environments, managing teams, and boosting team morale 

5. Adaptability: Acclimate well in fast-paced environments, resilient to stress, quick thinking

6. Conflict Resolution: Resolve conflicts head-on, assertive and direct, good negotiators and mediators

7. Interaction: Comfortable in social settings with colleagues, customers, networking, and public speaking

8. Decisive: Make decisions and act quickly, including under pressure and as leaders

9. Initiative: Proactive as self-starters in tackling challenges and seizing opportunities

10. Visible: Enjoy the spotlight and high-visibility roles, and elevating their work and organizations

11. Spontaneity: Open to experimentation, flexible when necessary    

Jobs that extroverts tend to enjoy: Following are several professions in which extroverts shine. Their outgoing and proactive nature makes them dynamic, people-oriented ambassadors for companies where communication, leadership, and collaboration are essential:  

Sales and business development, public relations and communications, marketing and brand management, customer service and support, human resources, teaching and education, event planning and hospitality, management and leadership roles, real estate, entertainment and performing arts, media and journalism, legal services, healthcare and medical fields, recruiting and talent acquisition, and public and motivational speaking  

Support both groups and strike the right balance for success  

How to support introverts in the workplace:   

• Let these employees have some downtime to get their projects completed. For example, build in some time after company events to allow them to re-set after back-to-back meetings. 

• Give them a quiet office space, if desired. Create a space within your facility where they can go to decompress and recharge. Introverts often prefer quiet, private spaces for deep focus and individual work. Many employers are creating quiet zones or offering remote work options for those who need more solitude.

• Be aware that introverts are not likely to talk over people or interject comments during meetings or brainstorming sessions. Allow time for them to think about their responses and provide feedback without being put on the spot. For example, you might build in extra time at the end of team meetings for introverts to share their thoughts – after they’ve had a chance to consider other perspectives and collect their own thoughts.  

How to support extroverts in the workplace:  

• Give these employees the option to complete projects in group settings and brainstorm with other team members. 

• Provide a shared office space, which extroverts tend to enjoy as they align with a natural inclination toward social interaction, collaboration, and energy from being around other people. Mindful companies know that extroverts are energized by frequent social engagement and thrive in environments where they can easily interact with co-workers. Shared office spaces often have open layouts that encourage impromptu conversations, collaborations, and relationship-building.  

• Create downtime for extroverts to re-set as well. They may not need as much as an introvert, but everyone needs time to decompress. 

• Let extroverts learn by doing, whenever possible, and create opportunities for them to have new experiences and meet new people. 

Did you know that most people are actually ambiverts?    

If you, your employees, or others you know have personality traits that are both introverted and extroverted, you may be surprised to know you’re likely in the majority! Experts say the vast majority of people are probably ambiverts, a personality type in the middle of the continuum between extroversion and introversion. Ambiversion combines traits from both extrovert and introvert, depending on the circumstances. 

Regardless of where someone falls on the spectrum, there are countless benefits in combining both introverted and extroverted employees in your workplace – and creating an environment in which everyone can bring their best selves to work every day and thrive.  

Onboard a positive mix of talent for your team   

If you’re looking for the right combination of introverts and extroverts to take your team and organization to the next level, reach out to the talent recruiting experts at Goodwin Recruiting. Let’s talk through your specific hiring needs and work together to find the best-matched job candidates for your key roles and business success.