There are at least three introvert strengths that make them pay attention to the team performance and want to improve it:
- Big picture thinkers
- Great observers
- Like to help
Big picture thinkers
As Susan Cain mentions in her book “Quiet,” extroverts pay 90% attention to their current task (what is). In contrast, introverts divide their attention, giving 75% to the current task and 25% to what it could be (what if)—considering how this task might affect the overall team performance and organization, the potential future implications, and how to prevent errors. With such behaviour, introverts can not only perform their current tasks but also identify what affects the team performance and the impact it can have long-term if the situation doesn’t improve.
Great observers
Introverts are keen observers of both the inner and outer worlds. This helps them identify work- and team-related aspects that others might not notice; especially aspects those that could negatively affect the team performance and organization’s goals.
If the organization appreciates their work and input, introverts will feel encouraged to share more often.
Want to help
Introverts love to help and make an impact! They want to contribute and see improvements, a valuable introvert strength in a team setting. Especially in a work environment and organizational culture designed to invite, support, and appreciate all employees’ voices to be expressed.
Process to improve the team performance when …
Have you experienced (or are you now in) a situation that affects the team performance?
Like a team member who makes repeated mistakes, poisons the team atmosphere, or lowers the team morale?
So, what to do: give a second or start fresh? There’s not a straightforward answer to this question, since it depends on many factors.
The article Second Chance or Fresh Start to Improve Team Performance? describes a flexible process to use when dealing with such a situation—whether you’re a leader or a team member. Even an introverted team member in a not so appreciative work environment.
Designed and successfully tested by introverts in a team setting, this process allows the outcome to emerge based on every step results. Which makes the process both flexible and prone to learning experiences for all involved in the situation. And the best part? The final decision does not have to be enforced; it unfolds naturally.
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