I may call myself a bit of an introvert, but I’m in good company. In fact, some of the most well-known U.S. CEOs today also identify as introverts, including Bill Gates, Warren Buffett and Marissa Mayer. And a 2021 survey by career assessment publisher Truity Psychometrics found that around 50% of working professionals in the U.S. identify as introverts.
Yet, there’s still a perception in corporate America that leaders need to be extroverted and outgoing. As someone who leans on the shyer side and doesn’t feel very comfortable with public speaking, it’s a perception that I felt early on in my career as well with former managers telling me that if I wanted to succeed and move up to senior management, I would need to speak up more.
However, research actually contradicts this notion. A study published in the Journal of Applied Psychology showed that communication, not extroversion, may be the most important driver of leadership performance.
In my personal career, I’ve learned to embrace my introverted tendencies and found that introverts have certain strengths that lend well to leadership roles.
Introverts are often good listeners.
As an introverted leader, I like to listen first and give my full attention to what my team members are saying before I respond. That way, it’s easier to build stronger relationships with team members by better understanding their needs.
Active listening that’s rooted in a positive attitude also makes it possible to find solutions together, and more quickly, in comparison to doing so with combative or negative attitudes. Great leadership can be defined by healthy environments where people are given a voice that’s being heard at the highest of levels.
Introverts tend to remain calm under pressure.
Introverted leaders tend to be less reactive than extroverted leaders. They are able to remain calm and composed under pressure, which helps them make better decisions in high-stress situations.
Personally, I stay calm and logical even in the most stressful situations. Other introverted leaders should aim to make decisions without being driven by emotion or fear. Give yourself the time to take a step back, look at the full picture and understand the facts—then make your decision.
Introverts are typically reflective.
Many introverted leaders are naturally introspective and self-aware. They take the time to reflect on their actions and decisions to lead from a more confident place. Self-reflection also helps introverted leaders identify areas where they need to improve.
For example, I am not very comfortable with public speaking, and I understand that about myself. However, it’s important to me for other women and people of color to see someone like them in a leadership role speaking at conferences, so I push myself to accept those opportunities when they come. Just because you don’t like to do something doesn’t mean you can’t do it. It just means you might need to work a little harder, and it’s important to recognize that as an introverted leader.
Introverts tend to build deep connections.
This introspection and awareness can also lead to being more highly attuned to the feelings of others. Introverts tend to be more empathic and compassionate. As leaders, showing empathy to your team members is so important, especially during tough times like when the pandemic hit.
If you take time to understand your employees, truly listen and speak with them, and show appreciation, they’ll likely feel more empowered to come to you with problems and solutions, inevitably creating a stronger and happier workforce.
Conclusion
As the workforce continues to become more diverse and inclusive, it is important for organizations to recognize and embrace the unique strengths of introverted leaders. By doing so, they can create a more productive and positive work environment where all employees can thrive.
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