Common Personality Types In Co Working Spaces

Shared Work Space
Community Managers Drive Talent Pool

To work in teams is to dive into a diverse talent pool and achieve fruition at work without interruption. Even in traditional offices, there are different personality types and harnessing the best out of each talent is a challenge on its own for community managers. Explained below are some common personality types in a shared work space, alongside their traits and how community managers drive talented assets in co working.

The Workaholic

A workaholic thrives on work ethics and takes pride in quality work done. For workaholics, fruition means to get into the good books of peers and community managers, mostly because only work gives a workaholic pleasure. Some workaholics are digital nomads in a shared work space, and to inspire them, a community manager would balance freelance working with a full-time office environment.

The Ambivert

An ambivert has a mixture of both introversion and stays extrovert at heart. The quiet nature of wanting to be a social person would make a community manager’s task that much easier dealing with ambiverts at an office. One thing, which community managers do with newcomers is, they take it granted for people who are shy at the beginning and give them induction training.

The Showmen

All eyes remain on the overt extroverts in a shared office space. Showmen are capable of leading a team and get a crowd of people interact at an office. As they are the first name on the list of peers, it is possible that introverts will shy away from showmen, so community managers carefully tackle friction when such a situation arrives. However, if a venue’s host is a showman, then the role play becomes much manageable at work.

The Reformist

Shared Office Space
Building Business Relations

Those who are reformists by nature choose co working spaces since reformation is a gradual process for reformists and no sudden revolution. There are chances that a reformist hails from a corporate background, and have found own ideas not heading in the right direction as they would have liked to. It is passion and the element of corporate ethics that drives office reformism or the driving force could very well be the white-collar job with an 8 hours schedule.

While dealing with reformism, community managers tackle “resistance to change” at work. Ultimately, community building starts gradually with doable steps, considering general consensus and work-life balance.

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