the evidence is in: introverts make amazing senior leaders

Written By Andrea Freeman

In a world that often celebrates extroverted leaders, the unique strengths of introverted leaders often go unnoticed.

Let’s fix that.

I’ve pulled up some research that demonstrates, quite convincingly, that introverts make exceptional senior leaders.

The research doesn’t say that introverts are BETTER leaders than extroverts, but rather that introverts bring a unique set of qualities that can benefit organizations and lead to success. And this is what I want to highlight here.

4 big reasons why introverts make amazing senior leaders:

1. Empathetic leaders have higher retention rates

Introverted leaders excel in fostering empathetic relationships, leading to more innovative and engaged teams, as well as higher retention rates. According to a Catalyst report (2021), empathy in leadership has been shown to benefit companies during crises and beyond.

Examples of how leaders demonstrate empathy:

  • Active Listening: A manager pays full attention to an employee's concerns, ensuring they feel heard and understood

  • Flexibility: A team leader adjusts work schedules to accommodate an employee's family commitments, showing care for their well-being

  • Personalized Support: A leader mentors a struggling employee, tailoring guidance to their specific strengths and needs

  • Inclusive Decision-Making: A department head involves employees in decision-making, demonstrating that their opinions are valued

  • Empowerment: A supervisor encourages an employee's professional growth, providing opportunities to enhance their skills and confidence

2. Introverted leaders promote innovation and higher profits

Introverts are highly receptive to new ideas, creating an environment that promotes innovation and growth. A study by The Hustle (2019) of a United States pizza delivery company revealed that when employees actively contributed ideas, introverted leadership was associated with higher profits compared to extroverted leadership.

Examples of how leaders encourage ideas:

  • Open-Door Policy: Encourage employees to share ideas anytime.

  • Brainstorming Sessions: Regularly organize sessions to foster collaboration and idea sharing

  • Anonymous Suggestion Box: Ensure staff can submit ideas without fear of judgment.

  • Incentivizing Innovation: Reward employees for creative ideas, whether with an informal “shout out” or something more formal like a prize

  • Collaborative Platforms: Utilize tools for open communication and idea sharing

  • Encouraging Diverse Perspectives: Actively seek input from employees with diverse backgrounds

3. Quiet leaders build trust and collaboration

Contrary to popular belief, introverted leaders can be charismatic, impactful, and successful, as demonstrated by Jim Collins' research in his 2001 book "Good to Great." Their ability to listen attentively and observe makes them effective communicators who build trust and collaboration within their teams.

Examples of how leaders build trust and collaboration:

  • One-on-One Meetings: At least once a month, schedule dedicated time to discuss individual goals, concerns, and feedback. Ask more questions and listen than you talk.

  • Mindful Observation: Pay close attention to body language and team dynamics during interactions, and follow up with individuals if someone seems like they’re struggling or having a tough day

  • Social Events: Organize informal gatherings and team-building activities, and encourage your team to connect without you too

  • Open Communication: Actively seek input and feedback from team members, promoting a culture of transparency and inclusivity

4. Introverted leaders excel in fostering shared vision

A study by Adam Grant, Francesca Gino, and David Hoffman (2011), published in the Harvard Business Review, found that introverted leaders outperform extroverted leaders when leading proactive teams, where employees actively contribute ideas and insights. This suggests that introverted leaders excel in fostering a culture of shared vision and collective growth.

Examples of how leaders foster shared vision:

  • Clear Communication: Clearly articulate the organization's vision, ensuring it's easily understood and resonates with employees. Equally important, translate that organizational vision into the departmental vision - what will your department be focused on in the next year that will move your organization closer to the vision?

  • Collaborative Goal-Setting: Engage employees in setting team and individual goals aligned with the shared vision, promoting ownership and commitment. Weave regular goal check ins into One-on-One’s, making sure to leave room to pivot or change goals on at least a quarterly basis if things have changed.

  • Regular Updates: Share progress towards the vision and celebrate milestones, reinforcing the importance of collective efforts and maintaining motivation.

  • Leading by Example: Leaders demonstrate a strong commitment to the shared vision through their actions and decision-making, inspiring trust and dedication from employees.

Final Thoughts

Introverted leaders possess unique qualities that are invaluable in today's ever-evolving business landscape.

There is so much power in quiet leaders’ innate empathy, receptiveness, ability to build trust, and drive innovation, collaboration, and organizational success. As we reevaluate traditional notions of leadership, it's time to recognize and celebrate the immense potential of introverted leaders in shaping the future of businesses worldwide.

Are you interested to cultivate the quiet power inside you?

References

Andrea Freeman https://www.andreafreemancoaching.com/
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