Regardless of whether you are an introverted or extroverted agent, you need to find balance in order to be truly successful in real estate.
Just like having a balanced breakfast is an important part of starting a great day, having a balanced team of both introverts and extroverts (and ambiverts!) is an important staple for running a successful business.
There is a common misconception that extroverts are better at sales, so oftentimes the salesforce is filled with loud and flashy “salesman” types. However, studies have shown that extroverts are only marginally “better” at sales than their counterparts are. In fact, ambiverts, who show characteristics from both sides of the spectrum, outperform both extroverts and introverts by a wide margin.
The Genius of Opposites
Are you more introverted and tire easily from interacting with too many people? Hire an extrovert as a showing assistant and focus on tasks that require less constant interaction with people. Or are you an extrovert who is great with people, but not as detail-oriented? Hire a transaction coordinator who in introverted, as they tend to be more analytical.
What are your strengths? What are your weaknesses? What about those already on your team? Make smart hiring decisions that diversify the personalities in your team.
Jennifer B. Kahnweiler, author of The Genius of Opposites: How Introverts and Extroverts Achieve Extraordinary Results Together, explains that genius opposites are “Genius opposites are partnerships made up of introverts and extroverts in all types of combinations.”
Though it may take some work to iron out the kinks, the magic comes from their differences. These powerful teams have a unique chemistry, and the results of their successful collaboration can achieve outcomes they never could on their own.
While extroverts have many strengths that make for good agents, only hiring extroverts leaves a gap from their weaknesses that their introverted counterparts can fill with their strengths (and vice versa). Having a good mix of introverts and extroverts creates a well-rounded team that balances out each other’s strengths and weaknesses.
Figure Out the Wiring
Everyone is wired differently. The worst thing you could do is to assume you already know everything about introverts and extroverts or fall into stereotypes, especially if you are a manager. It’s not about how shy or outgoing a person is. It’s about one’s sensitivity to stimulation.
A successful team model requires that everyone collaborate and understand how extroverts and introverts are wired differently. Before making any big decisions, take a step back to educate yourself on the differences in wiring and how to accommodate for smoother collaboration.
Extroverts draw energy from the outer world, and interpret the world objectively.
Extroverts become energized when around other people, and they are more prone to boredom when they are by themselves.
They tend to work well in groups and can think quickly on their feet.
Extroverts gain energy from other people. Extroverts actually find their energy is sapped when they spend too much time alone. They recharge by being social.
Extroverts may not have fully formed their ideas, but are forming them aloud as they speak.
Introverts draw energy from the inner world, and interpret the world subjectively.
Introverts recharge in solitude, and often enjoy solitary activities and time spent alone.
Introverts have closer relationships with their small group of friends. They like to observe situations before they participate.
They are more reserved and analytical before speaking.
Introverts tend to recharge by spending time alone. They lose energy from being around people for long periods of time, particularly large crowds.
Introverts need space and time to process their thoughts.
There is no such thing as a pure introvert or extrovert. Such a person would be in the lunatic asylum.
– Carl Jung
While people’s personalities usually lean toward one type or the other, most people fall somewhere along the middle the spectrum, exhibiting a mix of extroverted and introverted tendencies.
How To Work Well With Both Introverts and Extroverts
Extroverts and introverts take “dramatically different approaches to work and social processes,” says Susan Cain, author of Quiet: The Power of Introverts in a World that Can’t Stop Talking.
According to Francesca Gino, a professor at Harvard Business School, understanding their differences and what drives them will help you become a better manager or team player with the people who are part of your team.
As a broker or team leader, you want to create an environment that maximizes each of your team members’ strengths and temperaments and make sure that everyone’s needs are met. Here are some tips to get you started.
There is a growing trend toward open office design and collaborative spaces (which is probably also more cost effective). But is this losing you money by cutting into productivity?
Extroverts seem made for open office plans, since they are motivated by working within a group of people and feed off social interaction. In contrast, introverts work best when they have a quiet, private area to work in.
However, even extroverts can become overburdened by too much stimulation, and need privacy to maximize their productivity (and minimize distractions).
While having open collaborative space can be beneficial, balance it out by incorporate private or enclosed areas that reduce noise, distractions, and interaction with others. It is important that everyone on the team feels comfortable and productive in their workspace.
Motivating Introverts vs. Extroverts
Unsurprisingly, introverts and extroverts are motivated in different ways. As introverts gather energy from solitude, they generally prefer not to be put on the spot or be the center of attention. It’s important to motivate introverts through positive experiences. For example, provide feedback privately instead of in public. Respect their desire for privacy and space, but give them praise for a job well done.
Extroverted counterparts are motivated by public recognition and high-energy situations. Although they can become easily sidetracked due to their social nature, you can help them stay on course by setting goals or rewards for accomplishments, asking for progress reports, and highlighting their achievements.
Promote Open and Honest Communication
This is one of BoomTown’s core values. Encourage open and honest conversations between individuals and as a team, so everyone gets a better understanding of the team’s gifts and talents, motivations, and how each individual’s strengths contributes to the company.
Discuss the ways in which these personality differences drive and affect performance. As Gino advises, “a properly balanced team has the strengths and skills of both personality sets, whereas a team of too many extroverts can suffer from ego issues, while a team of too many introverts can be lacking a shared team dynamic.”