Leadership is not limited to extroverted individuals.

In fact, many introverted leaders possess unique strengths that can make them highly effective in business. This blog post will explore how introverts can be successful business leaders and provide insights on how to create connected cultures that foster the development and success of introverted leaders.

It’s inevitable.

I’ve just finished delivering a keynote on human connection in the workplace, and open the floor to questions. Somewhere near the back of the room a timid hand raises.

“Yes,” I exclaim as I gesture towards the brave soul.

“Well, my question is,” they start. “I’m an introvert. I find it really difficult to connect with people. How can I be successful in business as an introvert?”

The Introvert question.

There are so many misconceptions and misunderstandings about introversion and how it impacts our work.

In this article we’re going to do 3 things:

1. Explore some common myths about introverts
2. Examine how introversion affects work
3. Offer simple tips and strategies for introverts and extroverts to work better together

Overall, this article aims to provide insights and strategies on how to support the success of introverted workers, and will provide takeaways on how to create connected cultures that are inclusive of different personality types and styles.

Myths About Introverts

Myth 1: Introverts are Shy

Introversion and shyness are not the same thing, although they can be related. Some definitions:

Introversion: A personality trait when someone is drained quickly by social interaction, especially in excess.

It’s about energy. Extroverts gain energy in social situations, while introverts lose energy. Conversely, extroverts feel drained with too much alone time and need to socialize in order to feel energized, while introverts need alone time to regain their energy.

Shyness: A social anxiety characterized by discomfort or fear in social situations.

Many introverts are not shy. My wife is the perfect example. She’s perfectly comfortable socializing, but after a brief period of time needs to retreat to a quiet place with a book to recover.

Conversely there are plenty of extroverted people who experience social anxiety. I’m one of them.

I love socializing and rarely run out of steam. I’ll chat with people for 12 straight hours at a conference and only gain energy as the day goes on. However, for many years I worried to excess about how I was coming off in those interactions.

Thankfully today my social anxiety is mostly gone, thanks to a combination of therapy and lots of practice.

So when you notice an introvert, don’t just assume they’re shy.

Myth 2: Introverts are Unfriendly

You’re at a party see someone sitting quietly, staring off into space, not talking to anyone.

Maybe you try to strike up a conversation, but you’re met with a half smile and short answers. So you think, “What’s this person’s problem? Why are they such a jerk?”

There’s a good chance you’ve just met an introvert who has already maxed their energy for socializing, and simply needs to recharge.

If your phone is on 1% battery, you may be able to send a text or two, but you will not be able to stream a movie. There’s not enough capacity. That’s what happens to introverts.

So resist the urge to judge someone for recharging. Might they be a jerk? Sure, of course. But let’s give people the benefit of the doubt.

Myth 3: Introverts Don’t Have Any Ideas

You know that person on your team who never says a word in the weekly meeting? It’s easy to assume they have nothing to contribute.

But you’re probably wrong, and at the detriment of your team’s creativity and productivity.

Here’s a passage from my book Three New People in which I described learning about introversion from my wife back when we were just dating:

“Lindsey calmly explained that she doesn’t believe in saying the first thing that comes to her mind. That she needs time to think about what she wants to say and how she wants to say it, so that her words are meaningful, considered, and worth putting into the world. And that because she doesn’t respond instantly, extroverts have a habit of continuing the conversation at such a fast pace that by the time she knows what she wants to say, it’s no longer relevant because the topic has changed. To make matters worse, when she finally gets a break and starts to share her thoughts, someone usually cuts her off to make a new point.”

Lindsey, like many introverts, has been conditioned that it’s not worth sharing her ideas, because she’s just going to get cut off or ignored anyway.

Meetings are almost always run by extroverts, and boy do we like to talk. There’s a long standing perception that people who talk the most or the fastest have the best ideas.

Susan Cain is researcher who wrote the international bestseller Quiet: The Power of Introverts In A World That Can’t Stop Talking. In her viral TED talk on the topic she noted:

“Groups famously follow the opinions of the most dominant or charismatic person in the room, even though there’s zero correlation between being the best talker and having the best ideas — I mean zero.”

The TED audience burst out laughing. And it would be funny, if it wasn’t so depressing.

I never realized what introverts are thinking in rooms of extroverts, but thanks to my wife taking time to explain it, I now understand.

But how does this personality trait play out at work?

 

Introverts at Work

There are a handful of surprising strengths that introverts bring to our work environments.

First, introverts tend to be great listeners, because they spend so much less time talking (due to both their own nature and the aforementioned audial assault by extroverts).

Great listeners are rare and very valuable. They make others feel heard, understood, and valued.

And if there’s one thing we’ve learned in the age of quiet quitting it’s that great workers don’t quit for better pay or benefits, they quit because they don’t feel like their hard work is being acknowledged.

Second, introverts have a greater ability to work independently. This is a huge advantage as work shifts more and more towards remote and hybrid environments.

Your extroverts are struggling for the first time ever, due to that lack of human interaction. And that’s a topic for another article.

But in the meantime, if you have a hybrid workforce your introverts may be your greatest assets.

Finally, and this may be surprising, but introverts are better under pressure. They have the ability to focus and tune out the rest of the world.

Which means introverts are more likely to get into flow and operate at peak performance. That is, if you are willing to leave them alone.

And that brings us to the final section of this article: how to support introverts in your workforce.

5 Ways to Work with Introverts on Your Team

We now know what introversion really is – a personality trait related to how someone gains and drains energy related to social interaction.

We’ve dismantled 3 popular myths about introverts. They are not necessarily shy, unfriendly, or idiots (although like anyone else, they can be).

And we’ve explored 3 ways that introverts are an asset to your team.

So, how can you support the introverts on your team in order to maximize productivity while building a connected culture?

 

Here are 5 strategies to implement immediately:

1. Include all personality types:

Go out of your way to give each team member a voice. Specifically ask introverts for their advice and ideas. Resist the urge to interrupt or even to tag off of them, and keep your extroverted workers in check while introverts are speaking.

2. Respect their need for alone time:

Introverts often need quieter environments to recharge and focus. As a team leader, make sure that the work environment and 

meeting schedule allow your introverts space to recharge. Do not overwhelm them with frequent or long social interaction.

3. Give them autonomy:

Introverts work better alone, so let them. Trust them. Encourage them to take ownership of their work and lead projects that interest them. This can help them feel more connected to their work and be more engaged in the team.

4. Let them work remotely:

Many introverted team members excel by working at different hours, or in different settings. Allow them the flexibility to work in a way that suits them best. You’ll get better ideas and higher productivity by letting them stay energized.

5. Give more positive feedback:

Introverts are much less likely to seek out positive feedback. Because they talk so much less than extroverts, introverts do not receive as much social affirmation. Make sure they know when they’re doing a great job by telling them explicitly, even if it seems obvious to you. Feeling valued cannot be understated.

 

In this article we discovered that introverted leaders possess unique strengths that can make them highly effective at work, often even more effective than their extroverted counterparts.

By identifying and maximizing their strengths, providing the necessary tools and support, and creating a culture that values different styles of leadership, organizations can foster the development and success of introverted leaders.

And in that way, we all win.