Business leaders may too quickly chock up shy, reticent people as introverted and not cut out for leadership positions. Since this is a group of people who are quieter by nature, it’s important for business leaders to reflect on whether they are supporting and recognizing these employees. They could be missing out on promoting a very capable group with a different leadership style for key promotions, including management roles. There is likely untapped potential right under your fingertips.
Introverts are an invaluable asset to every organization. Those who have harnessed the leadership power of introverts reap the benefits of a group of people who thoughtfully consider their actions and plan before making decisions. The following can assist you to find and connect with those in your organization with hidden leadership potential.
Find Common Ground
For introverts to succeed in the workplace, extroverts must understand how to best support them in their role. To promote and harness the performance and leadership of introverts, managers and business leaders alike should evaluate their internal development strategies to ensure they are inclusive of everyone. This comprehensive strategy review should include leadership programs, annual reviews and promotion criteria.
Leadership programs should support extroverts and introverts. For managers to determine everyone’s style, begin with activities that help leadership identify if someone is more of an extrovert or an introvert. This is as simple as personality tests like Myers-Briggs, which can help define the different personality styles in the room. These tools are helpful within teams so teammates know how to interact with each other and their manager. It is also a good blueprint for leaders to see what leadership style or techniques works best for them. For example, extroverted leaders are much more direct when raising an issue in the moment with a subordinate, whereas introverts may prefer to have weekly check-ins with their subordinates to allow them time to prepare and address the issue with their subordinate.
Training future leaders and managers in various tactics allows for all personality types to be successful leaders. Because many leaders and managers tend to be extroverts, it’s important to show introverts how they can lead just as successfully as their extroverted counterparts during training sessions.
Plan Conversations
Understanding that introverts naturally aren’t ones to speak out can be a reason why they can be left behind when it comes to leadership positions and promotions. In today’s tight labor market, business leaders can’t afford to lose employees who don’t feel recognized by management and leadership.
A great way to stay in touch with introverted employees is to conduct quarterly reviews. Giving more introverted employees a chance to address their performance and goals one-on-one can help make sure these employees meet their professional needs and goals. Scheduling these reviews with a consistent cadence also allows them time to prepare their thoughts for the conversation, which provides them the opportunity to speak more comfortably.
Maximize Potential
An extroverted leader may not initially see the power of promoting an introvert into leadership, but once they work with them, they will soon find they often strongly lead through example and ascertain deep insights from the group through thoughtful conversations. Instead of an energetic, hands-on, collaborative approach, introverted leaders can be more patient, and they think through things before acting. These attributes make them especially well-suited for teams that require careful deliberation and planning.
If there are several introverts on staff, an introverted manager may connect better with the team and have more patience with the more introspective members. In such cases, with proper leadership training and an understanding of how to lead all employees, regardless of their personality, the right fit may be already in house. The end result of strong leadership can bring innovation, engagement and performance to businesses needing a competitive edge in their industry.
Great leaders contain a healthy mix of attributes, but they all can connect with their teams, no matter their personality. In today’s tight labor market and need for more skilled leaders and managers, businesses cannot afford to neglect their employees. Embracing introverts as leaders can boost employee morale, especially when they are promoted into a group who connect with their leadership style, improving the overall work culture.
Don Alix is a district manager with Insperity, a leading provider of human resources offering the most comprehensive suite of scalable HR solutions available in the marketplace.
Did You Know
National Introverts Week (March 18-24, 2024) is an opportunity for employers to recognize the value of introverts as leaders. Many of history’s greatest leaders were introverts, including Albert Einstein, Gandhi and Rosa Parks. However, introverts in the workplace can be passed over for a promotion due to their quiet and reserved nature, despite a strong aptitude for leadership.
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