Tag Archive for: introverts

Why Introverts Make Powerful Leaders

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introvert leadersIntroverts are the folks who prefer to recharge their batteries alone rather than with other people. That isn’t to say they don’t like people — many introverts love working with others, but they also value their alone time. Sometimes, but not always, they may also have low self-confidence. They may not be able to see themselves in a leadership or administrative role. That’s where they’re wrong — introverts make some of the best leaders for several reasons.

What Is an Introvert?

An introvert is someone who may keep to themselves more often than not. They recharge their batteries by working and relaxing alone and may prefer small groups to large gatherings. However, being an introvert doesn’t mean someone is afraid of speaking or can’t step up to be a leader. Around 12% of people identify themselves as completely introverted, often drifting toward extroverted partners who likely can help them express themselves better.

Some traits commonly associated with introverted people include the following:

  • Quietness
  • Shyness
  • Thoughtfulness
  • Prefers privacy
  • Easily overstimulated

These traits are loosely related to introverts, meaning they may not fit every introverted person and might even relate to some extroverts. Many introverted people enjoy being around others and participating in social activities — they may just choose to take part on their own terms.

Introverts and extroverts have their places in business. However, workplaces with extroverted leaders yield 14% lower profits on average. While every person is different, introverts more often have traits that would make for exemplary leadership.

3 Stellar Traits of an Introvert Leader

Introverts often have traits that ensure they can lead teams well. Sometimes, the best leader isn’t an outgoing one who blazes the way — it’s the strong one who quietly reassures their team while supporting them from behind and picking them up when they fall. Strong leaders allow their employees to stand on their own without getting in the way of their successes, but they’re always there to provide guidance and offer a listening ear.

Many introverts are born with traits that naturally help them grow into better leaders than their peers. While some introverted people may not feel comfortable leading large groups, their quiet awareness and thoughtful decision-making can be vital to any team.

1. Expert Listening Skills

Many introverts prefer to listen over talk, participating more passively in conversations. Because they spend less time talking, they can study their conversational partners and pick up on small nuances, especially tone and body language, making them experts at listening to and reading people.

For example, something as simple as the pitch of someone’s voice can indicate whether they’re nervous or confident, something that people who aren’t as intuitive wouldn’t pick up on. Introverts might be able to identify these subtle changes in a person because their listening skills are often sublime.

2. Sincerity Above All

Extroverts can be genuine, too — they may find it easy to connect with other people and praise them for their exploits. However, you may be less likely to receive compliments from an introvert. Since introverted people often don’t talk as much as extroverts, going out of their way to compliment someone might mean much more than an extrovert who praises someone whenever they get the chance.

Around 96% of people feel praise makes them more productive, so an introverted leader who genuinely expresses their opinions is a must-have in any business. An introverted leader will assess the situation and praise anyone who deserves it — and they’ll be able to guide anyone who needs assistance.

Similarly, introverts will stand up for themselves. Introverted people may often come off as shy, but in a workplace, they can feel empowered to stand behind their decisions and won’t let people walk all over them. An introvert can exude confidence just as much as an extrovert, so employers can feel assured in enlisting an introvert in a leadership space.

3. More Creative Solutions

Extroverts and introverts can both be creative, but since introverts use self-reflection and think before acting, they have more time and opportunity to develop innovative solutions to tricky problems. When in business, you must understand situations from several angles. Having someone who considers every perspective is vital to the well-being of any company.

The best decision-making process relies on gathering the necessary information and sitting with it before making any conclusions too hastily. Many introverted people prefer to wait before making a decision and think over all the possible outcomes and variables so they understand the facts before making a decision. This person is valuable for any business, especially during times of crisis.

Introverts often use their intuition, leading them to success and practical decision-making. As a result, they’re more likely to realize when someone needs a little extra encouragement or just a friend to lean on. They’ll likely ensure everyone is involved in a project or feels appreciated in their team. That way, these leaders know everyone is included in a group.

How to Make Yourself a Better Leader

The good news is you don’t have to change yourself to become a better leader or pretend to be something you’re not. Both introverts and extroverts are valuable in leadership roles — as long as they demonstrate the right skills to prove they can support a team.

If you want to gain some of the most beneficial traits of a powerful leader, you’ll have to tap into yourself and learn how to reflect and listen more than you talk and act. Introverts make great leaders because they tend to solve problems more effectively, adding immense value to their company.

Here are some soft skills you should work on building if you want to succeed in a leadership role:

  • Active listening: To help others solve their problems
  • Critical thinking: To solve problems with your head instead of on impulse
  • Proper communication: To get across ideas and uplift others

You shouldn’t have to change who you are to fit any role. However, improving certain skills and learning different methods of problem-solving and communication can benefit you as you transition into a leadership position.

Introverts Are Some of the Best Employees to Have

Introverts tend to lean on the more intuitive and reflective side, making them an asset to any business, thanks to the skills they’ve honed in their interactions throughout the years. They’ll provide a fresh viewpoint and sage wisdom after thinking over certain possibilities. While some introverts might not have the best conversational skills, they’ll do their jobs to the best of their abilities and tackle new things that come their way.

However, both introverts and extroverts can make great employees. The best team members are well-rounded and demonstrate characteristics that will help a business flourish and positively affect company culture. One personality trait can’t guarantee a good leader, but it can help people understand where they’re lacking and how they can improve for the sake of their workplace.

By: Mia Barnes is a freelance writer and researcher who specializes in mental wellbeing and workplace wellness. Mia is also the Founder and Editor-in-Chief of Body+Mind magazine, an online women’s health publication.

(The opinions and views of guest contributions are not necessarily those of theglasshammer.com).

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Why Introverts Are Needed In the Workplace

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introverts at workWhen you enter the corporate world as an introvert, one of the first hurdles you may have to overcome is the societal expectation that you should behave more like an extrovert. The temptation to be someone you are not can be overwhelming and may lead to disappointment and missed opportunities. What if rather than hiding who you are, though, you were able to listen to your own wise inner voice and use your unique communication style and let your true personality shine through while also contributing tremendous value to your organizations and teams?

The reality is that if you are willing to stretch and grow and be a little bit vulnerable, if you are willing to stop being who people expect you to be and to start experimenting with being curious, listening more, and showing your real quirky self to the world, you may be surprised at the results. When you stop talking only about business, stop trying to be the loudest, smartest, most confident person in the room, you are then able to access your unique introverted abilities and wield them like a superpower.

The Advantages of Being an Introvert in Business

Let’s look at some well known introverts who demonstrate this every day. In his article, 23 of the Most Amazingly Successful Introverts in History, John Rampon tells us that many industry giants are not only introverts but their success shatters stereotypes about what it means to be an introvert in the business world. Among others he shares with us that Marissa Meyer, current Yahoo! CEO, has admitted that “I’m just geeky and shy and I like to code…” He and numerous other sources quote Bill Gates as saying, “ …if you’re clever you can learn to get the benefits of being an introvert, which might be, say, being willing to go off for a few days and think about a tough problem, read everything you can, push yourself very hard to think out on the edge of that arena.”

This comes as no surprise when you look at research done by organizational psychologist Adam Grant. His findings not only confirm that there is no real long-term difference in the effectiveness of introverted and extroverted leaders, but that in some situations, introverts actually outperform their extroverted colleagues. For example, his findings show that introverts really shine in situations where creativity and team cohesion matter. They are more likely to be better listeners and to encourage creativity and to form deep and meaningful relationships with team members.

If you think back over your own personal experiences, you may have found this to be true at times in your personal experience also. Can you remember a time when you listened deeply and collaborated with another individual only to find that you had effortlessly built a relationship without even really trying? That ability is the secret sauce that introverts often don’t even know they possess because they are trying to so hard to act like extroverts instead of tapping into their natural relationship and problem-solving abilities. When introverts tap into their unique ability to listen, collaborate, problem solve and build trust, they are a quiet but powerful force in an organization that helps share a diverse orchestra of talent that works together to create a beautiful symphony of diverse abilities.

A 2002 study by Nassbaum supports this idea and reveals that introverts are in fact more likely to work together to find solutions to problems and to listen to and ask for other people’s suggestions. They are more willing to consider new ideas and are less attached to their own personal ideas. This allows team members to feel valued and free to share their ideas and for clients to feel cared for and part of the problem-solving process when issues arise. When introverts let go of the expectation to come up with all solutions on their own and to be the most engaging person in the room and just let themselves be a safe place for others to express themselves, relationships blossom from that organically.

A study by Rehana Noman in the International Journal of Research in Medical Sciences reveals that more than 79% of introverts rely on their intuition, inner feelings and reactions to make decisions rather than making snap impulsive decisions. This is compared to 50% of extroverts who report making snap impulsive decisions on their own. The most successful introverts know their strength comes from their natural ability to listen not only to their own intuition but also to seek input from others and to cultivate deep long-term relationships one at a time. They may not woo a room of a hundred people in one fell swoop or shake 50 hands in a night, but just like the proverbial tortoise and hare, they move slowly but surely across the finish line. Over time they gather speed as one relationship leads to another and then another. Initially it may take longer for their careers to take off but the willingness to be open and vulnerable can create a feeling of reciprocity that naturally leads to long term relationships and a surprisingly large network of clients, colleagues and referral partners that form a solid foundation for growth.

Supporting Introverts Helps Your Organization Thrive

The problem comes when a workplace is set up in such a way that introverts don’t have a chance to have a voice or use their unique strengths. For instance, let’s look at another study by Adam Grant of Wharton with his colleague, Dave Hofmann of the University of North Carolina at Chapel Hill. They studied a U.S. pizza-delivery chain and found that introverts’ strengths are often locked up simply because of the way work is structured. If in meetings only the loudest voices are given a chance to share ideas or employees are pitted against each other to find solutions, then any solutions presented will naturally come only from the extraverts and solutions that might otherwise be found are squashed by the loudest voices. On the other hand, if meetings are structured in a way that everyone has a chance to speak, or introverts are given opportunities to lead small teams, that creates a culture and space in the organization that allows room for their natural creativity, intuition, and desire to collaborate, and results follow.

How does an organization get the most of our its Introverts? It creates a work culture that allows introverts to be themselves, have a voice, to lead small groups and to have opportunities to build deep meaningful relationships one at a time. By holding space for both personality types, leaders and organizations can access the unique skillsets and characteristics that both personality types bring to the table and reap the rewards of a neurologically diverse and productive workforce.

By: Monica Parkin is a self professed introvert, an award winning International speaker, author of Overcoming Awkward, the Introverts Guide to Networking Marketing and Sales and Podcast host at the Juggling Without Balls Podcast. Find out more at monicaparkin.ca, connect with her on LinkedIn or email her at info@monicaparkin.ca

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