What’s Your Sign? Introvert or Extrovert?
The personality characteristics of your workforce have an impact on the success of your company.
The dynamics of any enterprise or small team are influenced by the personality features at play. Many productivity gurus have their own rating systems and vocabularies to categorize the leader, the helpers, the visionaries, and the creative thinkers in an organization. One of the first classification systems of this kind was the Myers-Brigg Type Indicator tool.
Katharine Cook Briggs and her daughter Isabel Myers developed the metric based on their own work, and their understanding of the written framework provided by C. G. Jung in his book, Psychological Types. Basically, the tool is a paper and pencil questionnaire that provides insight into personal tendencies like introversion or extroversion, perceiving or judging, sensing or intuitive, and thinking or feeling. Of these, introversion and extroversion became household words that refer to quiet, shy people or gregarious, colorful individuals.
The question of introvert or extrovert has driven a multitude of magazine and online quizzes claiming to give you the inside scoop on your own personality—and how you can use the information to better your career and romantic life. The Myers-Brigg is used during the recruiting cycle and as an exercise to build more harmonious in-house teams.
But these features and the assessment tool were never intended to be taken alone or to be considered as permanent labels.
Do personality dynamics really matter?
Building and nurturing your workforce requires knowledge of your talent and helps you decide what type of candidates might work best in the positions you have available. According to the Harvard Business Review, researchers studied the impact of introverted and extroverted leadership on the success of a 57-store pizza delivery chain for seven weeks.
The outcome? Stores with predominantly passive employees but extroverted leadership enjoyed 16 percent higher profits than stores with introverted leaders. Yet, extroverted leaders working with “proactive employees” saw a 14 percent decline in profit when compared to the same groups led by introverts.
This small example illustrates the benefit of understanding how your employees and leadership team gel. One company that makes space for introversion and extroversion is Amazon.com. In order to take advantage of the capabilities of his team, founder Jeff Bezos purportedly begins meetings quietly, with participants reading prep materials. He then leads the meeting without an agenda.
Many applicant tracking systems include personality profiling and side-by-side candidate comparisons suggesting how each individual might interact with your team or your company. Personality assessments used by recruiters and hiring managers can sometimes offer a fuller understanding of a candidate depending on the quality of the assessment and the conditions under which an applicant is asked to complete the evaluative tool.
From “I” to “E” or vice versa
Most people have an idea of whether they are introverted or extroverted. For HR, tactical observation of workforce personality features can aid the development of an adaptive, productive workforce. For recruiters, knowledge of personality tendencies offers an opportunity to create the right fit for a potential client company.
Taking a look at how we communicate, or recharge after a long day or project, builds valuable awareness of what we present to co-workers or loved ones and how we might challenge ourselves to use a little bit more of what we have to offer.
When you have questions about how recruiting software can help you make the right hire, talk to us at BrightMove.