(Day 15) 29th March - Team Update and Ambivert Benefits

Each group session it becomes increasingly more evident that Hannah and I are comfortable leaders, stepping up when it is needed and remaining efficient. After reflecting on women in leadership, it encouraged me to think as myself as a design manager. I do want to ensure everyone on the team is comfortable and open, however this is also down to the people who you are leading. 

We caught up on work, checking we had done the assigned tasks, we were a member down but continue to progress. Each session a lot of progress is made with ideas bouncing, which was the same for now. We had more of a sense of direction and what needed to be completed before the next meet with the experts on 1st April. We delegated the tasks and subjects, created a template to follow and with Hannah and I taking on the larger and more work load. Hannah and I have increasingly ensured to ask all is clear and that everyone is one the same page. Hannah caught up with Tanisha to check the task was understood. I felt confident and comfort with the idea and team, especially with Hannah alongside me. In comparison to my on-action reflection on day 2, because I lacked trust in my team and felt 'alone' as such, I was more stressed which led to less control of my EQ. 

In a previous module, Profesional Development, we had already taken an in-depth in our core traits. This gave a good basis and start for this module, as I had begun to understand myself and role within in a team. Including topics such as personality types, motivations and teams. For my findings see: iamdesignmanagement.com/ma/imaani-bailey/ . Throughout this module, I discovered I am actually an ambivert. I also get told I'm confident, speak my mind and an extrovert. However, I know that I can be reserved and need time away from overly social situations. Today, I came across an article 'Why ambiverts are better leaders' by Bryan Lufkin (2021) for BBC Worklife. I felt like this was relevant as I know I need my 'me' time to rejuvenate and regroup. In the beginning, it felt that extroverts were seen as 'cool' and now, especially in during the pandemic, arguably, it has become cool to be an introvert. There is a constant debate to which is better, yet both have their own strengths and weaknesses. Adam Grant (2013)  created the term 'ambivert' in a study challenging 'notions of extroverts being more successful and productive in a sales environment'. The study identified the worse workers were either extremely extroverted, or extremely introverted. Even aside from CEO and managerial positions, everyone can benefit from blending both extrovert and introvert personality types, "finding that balance is a skill we can all master (Lufkin, 2021).


References

Lufkin, B (2021) Why ambiverts are better leaders. Available at: https://www.bbc.com/worklife/article/20210319-why-ambiverts-are-better-leaders [Accessed March 2021]

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