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Some people don't want to be part of the crowd.
© iStockphoto/Alina555
Sita is one of your most creative, talented, and intelligent team members.
When she works from her home office, she comes up with highly innovative solutions to clients' needs. Although she prefers to work on her own, she's successful, productive, and happy.
The problem is that, on certain projects, you need her to work closely with other team members.
When Sita has to work with the rest of your team, she isn't at her best. She finds it difficult to speak up, she's easily distracted by office noise, and she has trouble thinking creatively.
So, how can you harness Sita's strengths as an independent worker, and encourage her to integrate more effectively with the rest of your team?
In this article, we'll look at how you can successfully manage people with an independent or introverted disposition, and we'll discuss what you can do to channel their unique strengths, so that they can shine in a group.
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Grant, A.M., Gino, F., and Hofmann, D.A. (2011) 'Reversing the Extraverted Leadership Advantage: The Role of Employee Proactivity,' Academy of Management Journal, Vol. 54, No. 3, June 2011. (Available here.)
Lieberman, M.D. and Rosenthal, R. (2001) 'Why Introverts Can't Always Tell Who Likes Them: Multitasking and Nonverbal Coding,' Journal of Personality and Social Psychology, Vol. 80, No. 2, February 2001. (Available here.)
Nussbaum, E.M. (2002) 'How Introverts Versus Extroverts Approach Small-Group Argumentative Decisions,' The Elementary School Journal. Vol. 102, No. 3, January 2002. (Available here.)
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