Before delving into it, it’s important to do a clear distinction between these two concepts: introversion and shyness. Shyness is the fear of being socially judged, which can limit the social development of those who experience it. However, an introverted person simply feels more comfortable and creative when working alone on their own, but this does not mean that it’s difficult for him or her to socialize. So, before we proceed, let’s untie these two concepts, since an introvert doesn’t have to be shy.
Going back to introvert profiles, they tend to be deep people who are interested in thoughts and feelings (inside the subject). Because of this, this type of profile knows how to actively listen and naturally considers their interlocutor’s opinion. As an example, an introverted leader will be one capable of listening to the views of all his colleagues and will find a common solution that integrates them all. It’s a good idea to offer introverts the necessary space, autonomy and freedom for them to function comfortably.
On the other hand, extroverted profiles feel more comfortable and creative when they are in contact with other people (or any external stimulus) and they also tend to be more sociable. These individuals are naturally good communicators who express their ideas fluently and spontaneously. Because of this, it’s convenient to provide these people with feedback and frequent interaction (meetings, one to one…).
In a general way, we could say that, in a commercial environment, an extrovert profile tends to be very fluid and spontaneous, while an introvert individual tends to have more active listening and genuine curiosity about their prospect. Both qualities are very beneficial in the commercial sector, so it’s important to dismantle the myth that only extrovert people can be good at sales, and to assemble our teams with both introversion and extroversion personalities and skills that will complement each other.
To sum up, it should be noted that no one is completely introverted or extroverted, but rather there’s a dominant part in each of us, and depending on each situation one trait will manifest more than the other. It is therefore good to get to know our psychological tendency in this area, as well as the one of our employees. This will allow us to establish strategies, guidelines and consensus that will make it easier for all of us to work as comfortably as possible and take advantage of our potential.
Want to read more fresh content about the role of an SDR? Check out more articles.