In the class on introverted leadership yesterday, the group of 20 introverted scientists and public health workers took a while to warm up to each other….and the instructor. But as we worked through the morning, more people shared their thoughts and asked questions. By the afternoon, the noise level was so loud during one exercise, that no one would have guessed the room was devoid of extroverts!
There are several questions organizations can ask as they adapt their learning approaches to cater to introverts and extroverts.
- Does the organization offer companywide learning programs on personality instruments such as the Myers-Briggs Type Indicator to create knowledge and awareness about differing personality types?
- Does it provide regular coaching and development for managers to make them aware of introverts strengths and how they can bring out the best in all employees?
- Do learning programs train internal and external facilitators on introvert-friendly development processes such as offering small group work and reflection time?
- Do employees have access to a wide variety of online courses with opportunities for questions, polls and discussion?
- Do facilitators keep class sizes small and include a good mix of introverts and extroverts? By addressing both the topic of introversion and adjusting their learning strategies, companies can harness the power of all their employees.
Read some more of the advice I shared with Chief Learning Officers.
