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According to Kahnweiler (2010),the introvert seeks solitude, thinks first before they speak, focuses on the depth of the problem and prefer writing to talking. They love to manage projects but prefer quiet spaces to do it. They dislike interruptions and they like to finish a project before moving on to a new one. It is noted by the news article that these employees communicate best through relationships and learning to engage them is important as they frequently harbor ideas that will move the team forward.
The suggested tactic for dealing with this group of employees is to slow down in meetings, leaving space between directions. This allows this group to think about the issue and respond. Do not stop at their desk frequently. Be aware of what you need to say and bundle it into one visit. Use email or other writing tools to communicate and encourage balanced participation at meetings, allowing introverts to prepare ahead of time. (Kahnweiler, 2010).
Sauer, Felsing, & Franke et.al. (2006), describes cognitive diversity and team performance in a diverse organization. As part of the diverse team is the introvert. We often put down the introvert because Freud did not like them and they have been criticized since. Sauer tells us that true to many other researchers, a diverse team is important and that includes the talents of the introvert. Introverts, according to Belleck, (2003) are energized by the internal world of ideas, impressions and emotion. They like to know a lot about what they experience and often build up large stores of knowledge that is often not tapped. This article supports the news article in the need of the introvert to manage projects and to finish a project before they move to a next one, assuring that it is complete. Belleck (2003) finishes her article by stating that a diverse team should include introverts as they are a stabilizing and knowledgeable base for the team as a whole. She goes on to say that providing for their communication style
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