“Introverted” and “successful” are often thought of as antonyms. This is flawed thinking!
Introverts have a unique and strong leadership style, but may not feel like leaders in a culture that rewards charisma and confidence.
As an extroverted person, I am the first to say that there are many things we can learn from introverted leaders. They claim their success with a quiet strength — proving they have resilient qualities to offer the most challenging of corporate work cultures.
Here are 6 attributes that make introverted people successful leaders.
Introverted leaders excel through small teams and one-on-one communication.
Have you ever watched an introverted leader handle a challenging situation? They are steady, unmoved, and consistent. They resolve conflicts in concise, straightforward ways without putting people on the spot or making others feel ostracized.
Because of how they handle these types of interactions, introverted leaders can learn more about those they work with, and they can engage in constructive criticism more productively.
Introverted leaders are exceptionally strong at mentoring because they easily establish deep, genuine connections.
Introverts are driven, goal-oriented, and follow-through on their commitments.
This makes them great role models for others. They are also great listeners and are often naturally empathetic. This sense of putting people before pride is an invaluable characteristic that not every leader possesses.
Introverted leaders are more apt to listen to others and have a greater sense of self-awareness.
Introverted leaders consider what other people are saying more carefully, and reflect on what has been said. This results in a thoughtful, provocative response.
In team meetings, the silence that is created from listening often provokes more ideas to surface. A thoughtful comment can bring focus to an idea or move the team in a new direction.
This self-awareness not only applies to work culture, but translates into knowing how to take the long view; they can focus their energy on the big picture.
Introverted leaders are invested in the 10-year goal. They are drawn to creating deeper connections with those who can contribute to those goals.
Introverted leaders are driven to achieve and like to know what they are working towards. They can also impress this focus on company goals and values to those on their team.
Introverts are less likely to assign blame.
Their reflective nature tends to make them better problem-solvers, so they will focus more on a solution over how a problem was created. They are also less likely to take credit for an idea or solution; because the end goal is their main focus, taking credit for every step made seems redundant and unnecessary.
Introverted leaders are more apt to have a “growth mindset.”
Introverted leaders have had to succeed and make their presence known among a workforce dominantly comprised of confident, vocal, and incredibly social extroverts. They understand deeply that a person can get better at something rather than just accepting a situation as stagnant.
Introverted leaders must work harder at in-person networking than extroverted people. They recognize that they get better at it with practice and by putting themselves in more networking environments.
This growth mindset is a focus on striving to be better — which is inherent to success.
To learn more about working with introverted leaders – or being one – enter your information below for your free Emotional Intelligence Infographic.
Dave Ferguson is “The Leaders’ Coach”, an internationally recognized executive leadership coach, speaker, facilitator, and author. Are you interested in talking to Dave about coaching or having Dave speak to inspire and motivate your team? “ASK COACH DAVE” at 704-907-0171 or at Dave@AskCoachDave.com.