You’re managing a team of introverts. How can you get them to open up?

If this refers to personality / reality rather than MBTI, why would you want to try to change them? They are who they are and in the right environment they will flourish, so here is the big reveal, ensure they are happy, content and comfortable in the space. You will never guess what could happen next, when in this "space" they will become the best version of themselves and shift to the darker side. Never forget you hired them for their skills and that is what they want to use. We would not hire a miner to build a rocket, so...

Introverts are great thinkers so have considerable depth and strength of character, people are far more complex than Introvert v Extrovert . A good leader can work by across all personality types . This question is more about the skill set of the Leader

And why you want the introverts for opening up if they are contributing and performing better than extroverts...It's the performance that matters..

Understand and respect introverts' preferences for solitude and thoughtful reflection. Create a work environment that acknowledges and accommodates their need for personal space and quiet time.

Managing introverts, as an extrovert, can be tricky. First question; are they truly introverted or: - Do they just not like YOU? - Do they feel intimidated by YOU? Have you truly assessed them in a systematic, scientific, non-biased way? Or do you simply feel like they are introverted because of the way they show up around you, their leader?

Try to make them feel comfortable, try to listen to their thoughts whether they want to speak with you alone but slowly engage them to speak out and express their thoughts in team meetings & other gatherings.

I would have the whole team sit the CliftonStrengths psychometric talent assessment - then have a one to one with each before sharing our strengths in a team workshop.

Embrace their uniqueness and don't judge by how the majority should behave or conduct themselves. Create a safe environment by wearing their hat...Understand them on their perspective. Avoid intimidating them unless they Will forever remain in their shelf.

Identify and leverage the strengths commonly associated with introversion, such as deep focus, analytical thinking, and strong attention to detail. Assign tasks that align with these strengths to empower introverts.

They strengths of introverts lies in intuition and self control.. They are exercise restraint in all the the things they do.. You will need them in situations which requires "cool heads". Quick brainstorming..

Introverts can have some great natural strengths. Recognize them and coach them to leverage their natural talents. One that pops out immediately is their propensity to ask questions more naturally, as opposed to running off at the mouth. There's something to be said for not having the "gift of gab." They are generally better listeners, which is useful in consultative selling. As thinkers, introverts may tend to ponder alternatives instead of making a snap diagnosis of a prospect's situation. Introverts can make excellent sellers.

One of the biggest misconceptions about introverts is that they can't function well in social situations, are afraid to speak up, or even engage in active discussions. The difference is the energy drain for these activities is much larger than for an extrovert. Often, these activities energize extroverts. You may not be able to tell the different between an extrovert or an introvert until the energy is gone. The introvert may need some quiet time or space to re-charge before they are able to jump right back in again. An overbearing, loud, demonstrative person may be literally gaining energy but be draining energy from the introvert they are talking to (by the way, we call these people "energy vampires" ;-))

Introverts may feel more at ease in small group settings rather than large, bustling meetings. Facilitate smaller team discussions or one-on-one sessions to provide a more conducive environment for them to share ideas.

Recognize and celebrate introverts' accomplishments, even if they prefer a lower profile. Acknowledge their contributions publicly, ensuring they feel valued and appreciated for their unique talents.

Recognise them because they are the pivot of your team. They like working behind the scenes and pulling the strings together but dislikes being out there in the open. Celebrate them and acknowledge them and don't discourage them. Avoid comparing them to others..

If this is in a work environment, performance is the only objective interaction you should be concerned about. Someone being an introvert or extrovert is really immaterial to your function as a manager. You cannot quantify a personality trait . Unless the person cannot perform the essential functions of the job., be content with their personality trait, give them positive feedback on their performance and don’t try to “get them out of their shell.”

Don't pigeonhole introverts. They can come out of their shell. They can and will do this strategically. Try to get an extrovert to settle in, listen, and focus on unimportant details. Now, there's a challenge for any sales leader.

Every person introverted or not is going to be unique. Understand their aspirations and goals then use those to motivate. Don't take yourself too seriously and smiling, laughing, and having fun goes a very long way so get creative on how to make fun of yourself to break the tension between boss and direct report relationship a bit.