Why You Need More Introverts as Workplace Leaders

Tell an introvert you canceled the company picnic, and they’ll happily stay home, or hole up in their office and get some work completed. Those who keep on the quieter side may not be the life of the party, but they are solid, steady, and reliable, making them excellent workplace leaders.

In the post-pandemic world of remote work, introverts have even more ability to thrive. Considering them for leadership positions opens up the candidate pool and creates a diverse mix of personalities to impact company culture. Several personality traits help introvert leaders shine.

Introverts Perform as Well as Extroverts

A study in the International Journal of Management Reviews examined introverts versus extroverts in corporate settings. They found a positive bias toward extroverts in the 69 articles they reviewed. Eleven articles mentioned individual leaders’ extroversion and six discussed team-level personality.

When people are outgoing, they tend to form quick connections with others. Upper management may view them more positively because societal norms, articles, and literature create a bias. However, many introverts warm up once they know a person. They appear more measured at first but tend to listen closely and develop lasting relationships with those around them.

Organizational skills, finishing tasks on time, and being a good team player are not tied to whether one is an introvert or extrovert. Anyone can cultivate these traits.

Myths About Introverts

Why are people more drawn to extroverts? Some myths surround introverts and may make them seem less desirable for leadership roles when nothing could be further from the truth.

Myth #1: They Are Poor Public Speakers

Some people think introverts lack public speaking skills, but you can learn how to present in front of others. They may connect better with an audience since they listen and hone in. An introvert’s meeting could be more engaging as they ask for feedback and interact with the crowd.

Myth #2: They Lack Connections

If you compare the number of people an extrovert and introvert speak with, the introvert will appear to lose. Outgoing people make connections everywhere they go. However, knowing a lot of people doesn’t equal success. Quieter people may have fewer associates, but they develop deeper connections that may be more likely to sign a contract.

Myth #3: They Hide in Their Offices

The view of the introverted leader holing up in their office away from staff and coworkers is likely a result of pop fiction, such as “The Secret Life of Walter Mitty,” or even cartoons such as “Finding Nemo.” When main characters in books, plays, and movies hide away and lead from afar, it sends a message all introverts do the same.

Myth #4: They Avoid Meetings and Social Gatherings

While there’s some basis of truth in introverts avoiding big social situations, it boils down to them being cautious about where they spend their time. If the event is beneficial to growing the business or helping their staff, you’re more likely to find them present.

Introvert Leader Characteristics

What kind of thinking does a person who fits into your brand need to have, whether introvert or extrovert?

In a future of leadership study, only 12% of survey respondents believed their leaders had the right mindset to successfully lead the company. The others were either unsure or believed they did not. When hiring leaders, there are specific introverted characteristics that translate into excellent job performance and a strong leadership mindset, such as:

• Active listening skills
• Good at solving problems
• Build strong relationships
• Think and then act
• Humble
• Empathetic

People are born with certain personality traits, but everyone can work on elements such as slowing down thought patterns, considering their actions and putting themselves in another person’s shoes. When building a high-quality leadership team, seek those with these soft skills.

Benefits of Hiring Introverts for Leadership Roles

The average person spends around 33% of their day and often over 50% of their waking hours at work. Hiring the right leaders can make the experience better for everyone and keep the team productive. Benefits of hiring introverts for open management positions include:

• They are excellent written communicators.
• Problem-solving is second nature to them.
• Introverts think outside the box, coming up with unique solutions that others might not consider.
• They are organized—having charts, checklists and plans for any occasion.

The attention to detail the average introvert gives means they are particularly adept at managing projects and keeping a lot of moving parts humming. When the brand must meet a deadline for a client, an introvert is the one who will come up with a breakdown of tasks and due dates, and who handles each part. They can see the big picture and the little details that lead to the finished product.

How to Include Different Personalities in Your Hiring Process

The best leadership team is one made up of people who think in different ways. How can enterprises ensure they consider a mix of different personalities when filling leadership positions?

• Survey your workers. They know who has good ideas, even if they are quiet about how they contribute.
• Spend one-on-one time with staff, taking them to lunch or buying a coffee during their break. Introverts open up when they feel connected, so you can better assess their soft skills in a smaller crowd.
• Seek both extroverted and introverted leaders.
• Create mentorships where a softer-spoken employee teams up with an outgoing manager, giving them the opportunity to learnskills they might lack that would take them from uncertain to skilled commander.
• When promoting from within, avoid going to the most obvious choice.

When HR and management know the skills introverted employees bring, they’re more likely to consider a broader range of candidates.

Develop Culture First

The critical component of creating a thriving management team is developing a positive culture that appreciates everyone’s contribution. HR hires each person for a specific reason. Ideally, staff learns and grows by following leadership’s examples. Over time, the mix of personalities work together as a productive whole, spurring growth and driving sales.

Zac Amos is the Features Editor at ReHack and a regular contributor at TalentCulture, AllBusiness, and VentureBeat. He covers HR tech, cybersecurity, and AI. For more of his work, follow him on LinkedIn or Twitter.

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