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Jan 3, 2023
Brenda Smyth
Three hands eagerly shoot into the air seconds after the instructor asks a question. Mine isn’t one of them … I’m still stuck on the deeper implications of the question he asked five minutes earlier.
Later as my small break-out group gets acquainted, the hum of discussion distracts and I fight for focus … on the workplace challenges facing Deidre—I think that was her name?
And later still, an online poll quickly displays participants’ anonymous responses on the screen at the front of the room. I’m secretly satisfied knowing my vote is included in that tallest bar, confirming I’m one of the “typical” responses (and secretly doing the math to figure out exactly how many people could have picked the lowest category to give it only 14 percent).
Active learning strategies have been part of contemporary professional training seminars and conferences since the ‘90s. Designed to help business professionals learn more, many L&D approaches encourage participation, with the facilitator serving as a guide. And research shows that these methods do help us learn better.
But in a room filled with people of varying temperaments along the introversion/extroversion scale, do these components have equal appeal and results for all? Results: Yes. Appeal: No.
According to research, learning outcomes in a cooperative or social learning environment are the same for extroverted and introverted personality types. Introverts, do however, have a slightly lower opinion of training that promotes engagement and shared responsibility.
You may know that the primary difference between extroverts and introverts is how each receives energy. “An extrovert is energized by external sources, such as people, activities, and objects. The introvert is the opposite. His sources of stimulation are internal ones such as ideas, impressions, and emotions,” explains Tami Isaacs PhD, writing for facultyfocus.com.
“Extroverts and introverts also vary in their response to external stimulation. An extrovert thrives in an active setting and wants variety in the material presented. The introvert tries to reduce the amount of outside stimulation by behaving in a passive manner and prefers fewer topics presented in more depth.”
Their brains process information differently. “The extrovert draws upon small amounts of information in his short-term memory in developing his thoughts, while the introvert recalls thoughts stored in his long-term memory to build more complex associations. The introvert needs more time, therefore, to develop his ideas and express them.”
Back to the professional training … A typical extrovert thrives on moments in the spotlight, opportunities to discuss and contribute quickly. An introvert will usually be more reflective before responding to questions or making suggestions. And social situations take more energy, causing him or her to seem unenthusiastic or unsociable when, in fact, he or she may simply be busy reflecting on some concepts.
Learn more when you register for: Excelling as a Manager or Supervisor.
Workplaces are filled with professionals all along the introversion-extroversion continuum, with roughly half being introverts. Help ensure everyone is comfortable with the activities in your professional development classrooms. Slight adjustments can help make the experience more appealing for everyone.
Brenda Smyth
Brenda Smyth is supervisor of content creation at SkillPath. Drawing from 20-plus years of business and management experience, her writings have appeared on Forbes.com, Entrepreneur.com and Training Industry Magazine.
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