Introverted leaders are just as prevalent, and just as effective, as the standard extroverted stereotype we typically associate with leadership. But they’re not always perceived to be so.
In our country, a cultural bias of sorts seems to exist, one which causes us to visualize the persona of a great leader as a charismatic, tall, commanding, extroverted male. Even when we talk about diversity in leadership, it’s usually in terms of male or female, black or white, Asian or Hispanic, young or old, but not about introverts or extroverts.

The general perception is that introverted leaders cant possibly be great or successful at what they do. After all, leaders are bold, aggressive, and take-charge, right? Sure, extroverted leaders are. But to guide, direct, and support others, you don’t necessarily have to be an extrovert. Most people believe that an extrovert is a person who is friendly and outgoing while an introvert is reclusive, shy, or standoffish. While that may be the case for some, those aren’t accurate definitions of either term.

Generally speaking, an extrovert is a person who’s energized by being around other people, while an introvert is energized by being alone. The response to stimuli might differ, but the end result of effective leadership can be the same. Think of it this way: introverts start each morning with a full bank account of energy which then begins draining via interpersonal interactions, while extroverts begin the day with an empty account which fills up as they become energized by dealing with others. Some of the most creative ideas and productive endeavors come from introverts, who prefer solitude to think. While their WOW abilities aren’t as showy, direct, or obvious as those of extroverts, introverts can still exude greatness. They simply WOW more quietly.

If you still don’t believe me, take a look at this list of known introverts:

• Albert Einstein
• Mahatma Gandhi
• Rosa Parks
• Michael Jordan
• Emma Stone
• George Stephanopoulos
• Warren Buffet
• Steve Wozniak

It’s been suggested that as much as a third or half of the population is introverted. Given those numbers, it stands to reason that a good number of leaders are introverted as well. As a leader yourself, it’s a mistake to dismiss introverted people as being less valuable. You just need to learn to draw out their talents in a different way.

Here are a few tips for harnessing the strengths of introverted leaders:

• Identify: Recognize which members of your team are introverts. If you don’t know, ask them about their level of comfort in certain situations. Do they enjoy alone time, or relish group interactions? Conduct a DISC Style Profile to help identify your teams work style preferences. Be observant, communicative, and aware of typical behaviors. Who’s often at the bar after work, holding court with a crowd of people, and who’s never there?
• Accept: While an extrovert might dazzle at a job interview or meeting, don’t pass over a qualified introvert. Embrace their more subtle demeanor and more cerebral and creative problem-solving abilities. Innovative ideas and forward-thinking visions aren’t always shouted…you just need to listen to and accept the quiet power of the introvert.
• Understand: Respect an introverts need for solitude. Not always. Not Quasimodo-style locked away all day. Just periods of time alone for quiet reflection and overall decompression. Remember that introverts don’t feel the need to socialize and interact with the rest of the group on a nightly basis. There shouldn’t be a social event every night for team meetings. Give a free night, understanding that introverts need time away. Don’t worry…the extroverts will find each other if they want to!
• Facilitate: Create space within the office that addresses the need for solitude. Many companies are setting up the new workplace with an open design that mimics the Starbucks café format (must have been an extrovert who designed it). However, to facilitate the needs of introverts, its best to have a zone of stimulation as well as a zone of solitude. Realize that introverts need a place to retreat and regain their energy. Even extroverts can occasionally benefit from a more private area to unplug and do a little self-reflection.

Studies have shown that introverted leaders often deliver better outcomes when managing employees because they give their team the space to be themselves and complete tasks without hovering interference. They’re also more prone to give credit where credit is due, since they’re not the types to hog the spotlight.

Personality is a powerful influencer in our society. We’ve been conditioned to respond better to charismatic types. But those who are more introverted cant be overlooked. We must work alongside people of all types and all personality styles, without expecting them to change for us. As a WOW leader, be yourself, whether you’re extroverted or introverted. At the same time, recognize the individuality of others, and help elicit greatness from those you lead…even the quiet ones.

–Sheri Staak