Can introverts be effective leaders? Of course.
The age old idea that extroverts, or essentially people with “outgoing” or loud personalities are the only ones capable and worthy of being a leader in business is complete nonsense. Sure, extroverts may be some of the more obvious choices for leadership, and having an outgoing personality doesn’t hurt anyone; but introverts can bring a different approach to what being a leader means. The goal of this post is to highlight some underlying traits that introverts tend to have that can, if seen under the right circumstances, be major strengths instead of weaknesses.
Thoughtfulness is a strong suit.
Introverts are seen to be more of the quiet, overthinking type. However, this doesn’t have to be seen as a negative trait. Overthinking can just as well be another word for critical thinking: a key trait that most leaders should strive to have no matter the background. Introverts tend to be ones who make thoughtful, more precise decisions, and thus are less prone to making mistakes because of that. This in turn equates to lower risks and mistakes for any given business project or endeavor.
An approach that some extroverts take, is centered around a more headstrong, push-through tactic; nothing wrong with that. However, taking a more calculated approach to tackling a given project gives rise to better outcomes in general. This is one of the introvert’s strongest natural traits in business. Often overlooked, introverts should not shy away from being considered an over-thinker or over-analyzer. Given the right amount of training and experience, there is no over-thinking anything in business.
Empathy creates a stronger working relationship.
It is also known that introverts are seen as individuals who generally have more empathy for the world. There are leaders that like to describe themselves as “lone wolves” or being the “destined” one to carry out the project at hand. This is a very one-sided approach to being a leader. Everything is a group effort, and everyone counts.
Being able to relate to one’s employees is imperative in creating stronger work relationships. Many leaders seem to believe that their employees need to match their own energy and drive, and that’s just not realistic; nor is it a good way to build lasting, meaningful relationships with employees. Being loud, and a “go-getter’ is great and all, but not everyone has that same energy, and therefore forcing them to all have this same attitude and drive will not serve in the longevity of the employee’s happiness and overall success. This inevitably equates to burn out and a higher turnover rate for those who can’t adapt to their over-zealous leaders.
Introverted leaders can bring more thoughtfulness not only to projects, but to each individual employee and their own personalities. This brings forth more understanding and flexibility, therefore creating a more nurturing and impactful relationship between the leader and their employees. Nice.
Comfortable management = Better environment for innovation
Building on the previous section, having an introverted leader has the likely possibility to culminate a more comfortable and low-stress work environment. And a comfortable environment ultimately yields a more productive one.
However, we’ve all been in positions where upper management was seen as intimidating and/or “scary.” Why is this such a normal thing in businesses all around us? Leading by fear is one of the most ineffective ways to lead any team and business. A great leader realizes that their employees are their biggest assets, and understand the fact that the leader serves the employees; not the other way around.
Introverts tend to be more sensitive to different personalities in general. This makes it easier for these types to read employee attitudes, emotions and ultimately adapt to conform and create an environment that breeds success from all levels. Being able to relate to each employee and connect with them on a deeper level than just a boss-to-subordinate one, is imperative in maintaining the longevity of this kind of environment.
Final thoughts.
There is absolutely nothing wrong with leaders that are extroverted, nor am I discrediting their leadership style or capabilities; I am merely shedding light on introverted leaders and what they can bring to the table with traits that most don’t see appealing based on a first glance. Being an introverted leader doesn’t mean the individual lacks the ability to make connections, finish projects, and/or take initiative; it’s quite the opposite. It’s merely a different (stylistic) approach to obtaining those same results that extroverted leaders can achieve.
I hope to see more introverts in leadership and management roles. It’s so important to have a balance in the workplace in general, as introverts have so many underlying skills that can be utilized and polished to benefit businesses of any capacity.
