{"id":4833,"date":"2015-09-05T15:17:39","date_gmt":"2015-09-05T22:17:39","guid":{"rendered":"https:\/\/www.careersingovernment.com\/tools\/?p=4833"},"modified":"2015-09-05T15:17:50","modified_gmt":"2015-09-05T22:17:50","slug":"introverts-and-extroverts-in-government-collaborate-for-results","status":"publish","type":"post","link":"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/about-gov\/education\/introverts-and-extroverts-in-government-collaborate-for-results\/","title":{"rendered":"Introverts and Extroverts In Government Collaborate For Results"},"content":{"rendered":"

\"introverts\"<\/a>John, an introvert, and Quinn, an extrovert, were training managers at a regional government agency. The employees in their office needed help with creating viable learning plans. Unfortunately, John and Quinn were overwhelmed with requests for coaching and needed to come up with a solution to serve their all employees.<\/p>\n

So they put their heads together and crafted a plan for a career center. Staffed with a part-time employee, interns, \u00a0computers and books they secured from union seed money , this innovative operation launched just two months later. The program filled a need and was an immediate success. Employee and career satisfaction scores rose and other regional offices ended up copying their model.<\/p>\n

John, the introvert, and Quinn, the extrovert, had a strong track record of impactful projects, despite their differing personal styles. John was low key and thoughtful. Quinn shot from the hip and talked enthusiastically to anyone who would listen.<\/p>\n

In the past, when they collaborated on projects, it wasn\u2019t always so smooth. Quinn sighed at John\u2019s slow pace and John was overwhelmed by Quinn\u2019s boundless energy. They would get impatient with each other and expect their opposite partner to behave just the way they did.<\/p>\n

In the middle of a conflict on one of these ventures they realized that their differing views actually helped them to reach a better solution. Once they got past their differences and learned to focus on their shared desired results, their stress decreased and they were incredibly successful.<\/p>\n

In my latest research on \u201cGenius Opposites,\u201d \u00a0I culled the key lessons and themes of conversations with hundreds of introvert\/extrovert teams like John and Quinn. I \u00a0boiled down their secret sauce into the five key steps that make opposites more efficient and effective. These key elements have been into an easy to remember five-step ABCDE process. It looks like this:<\/p>\n

A= Accept the Alien \u2013 You can\u2019t change your opposite, but you can try better to understand them. Once you are able to accept this fact, you are in for much less stress.<\/p>\n

B= Bring on the Battles \u2013 See disagreements as necessary to arriving at better outcomes because you challenge each other to come up with better solutions together than you would alone.<\/p>\n

C= Cast the Character \u2013 Know each person\u2019s role in a scenario and cast him or her so that you bring out your opposite\u2019s best in that role. Opposites share the credit no matter what role they take.<\/p>\n

D=Destroy the Dislike \u2013 When you respect each other and act like friends, you can talk openly and have fun.<\/p>\n

E= Each Can\u2019t Offer Everything \u2013 Know that each one of you is incapable of offering everything and that for true diversity you must work in concert to provide the widest range of options to others.<\/p>\n

Take the Genius of Opposite quiz<\/a>\u00a0and you will learn what you have in common with your opposite, what areas need work and what behaviors can be built upon. Encourage your opposite to take the quiz too and discuss the results. Use it as a maintenance manual for your partnership. Revisit it over time to continue to nurture your relationship.<\/p>\n

By following the process, you can awaken your own shared genius and like Quinn and John, create results you never could have alone.<\/p>\n","protected":false},"excerpt":{"rendered":"

John, an introvert, and Quinn, an extrovert, were training managers at a regional government agency. The employees in their office needed help with creating viable learning plans. Unfortunately, John and Quinn were overwhelmed with requests for coaching and needed to come up with a solution to serve their all employees. 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