The personality of a person greatly determines how they conduct themselves when given a leadership role. In leadership—actually, in any profession—there are two core personality styles that determine the personality of a leader and, therefore, the nature of a team: introversion versus extroversion. Today, we will discuss these characteristics and gain insight into them, as well as how to harness these traits to boost leadership effectiveness. I'll also share ways in which each of us can best prepare for and align our workplace behaviors to best suit a leader of our opposite personality style.
The term "introversion" and its opposite, "extroversion," were originally defined by Swiss psychiatrist Carl Jung. While introverts usually gain energy more from solitary activities and reflection than from contact with others, extroverts normally gain energy through such contact with others and the outside world. These characteristics are key in determining how leaders communicate, make decisions, and interact with their teams.
Identifying an Extroverted Leader
It's not difficult to identify extroverted leaders. They thrive in social situations and are often approachable. Some key characteristics include:
Energy Source: Extroverts draw energy from social interactions. They usually exhibit more enthusiasm and engagement when among people, and generally, the more people around, the more animated they become.
Approachability: Extroverted leaders are comfortable interacting with others and openly share their thoughts. They tend to dominate conversations when possible and may become bored when they cannot.
Communication: Extroverts often speak before they think, driven by a desire to express their thoughts immediately, sometimes without fully considering those around them.
Focus: Their attention is mainly directed toward the external environment—people and activities.
In leadership, these traits can make a person effective when the role demands frequent interaction with stakeholders, rapid decision-making, and high visibility. However, their tendency to dominate conversations can sometimes overshadow quieter team members, potentially leading to decisions made without comprehensive input.
Identifying an Introverted Leader
Introverted leaders, on the other hand, display a more reserved and deliberate style. They can be identified by:
Energy: Introverts recharge by spending time alone, preferring quiet reflection over social engagements. They need to "think" and reflect to frame their thoughts on a subject after careful consideration.
Communication: Introverts think carefully before speaking, ensuring their contributions are well-considered from all angles of an argument or situation.
Respect for Privacy: Introverts value privacy for themselves and respect the confidentiality and personal space of others, making them trusted confidants. They are more likely to encourage focused work time during the day over frequent meetings.
Listening Skills: Introverted leaders are often excellent listeners, absorbing and reflecting on information before responding. They tend not to interrupt and provide opinions thoughtfully.
Internal Focus: Their attention is more inwardly focused, prioritizing internal thoughts and reflections.
In leadership, introverted leaders excel in roles requiring careful analysis, thoughtful decision-making, and one-on-one mentorship. However, their preference for solitude can sometimes be misconstrued as a lack of interest, engagement, or urgency. As an introvert, I can attest that a perceived lack of urgency can often be misunderstood as overconfidence, which can be seen as egotistical and condescending.
A personal example highlights this difference: I am a night owl, often up until 12:00-1:00 AM, while my husband, an early bird, is up most mornings by 5:00 AM. Generally, I wake up around 7:00 AM. One morning, he asked what time I came to bed, and I said around 11:30 PM to midnight. He then asked, "Don't you get lonely being by yourself that late?" I couldn't help but laugh and replied, "That's exactly the difference between you and me." My husband, an extreme extrovert, simply can't imagine extended periods without engaging with others or talking.
Balancing Introverted and Extroverted Traits in Leadership
Effective leaders often balance both introverted and extroverted traits, adapting their style to suit their team's needs and situational demands. Here are strategies for each type to enhance their leadership:
Extroverted Leaders: Develop active listening skills and practice pausing before responding. This approach can help appreciate the insights of more reserved team members and lead to well-rounded decisions.
Introverted Leaders: Increase visibility and vocal presence within the team. Regular, clear communication can prevent misinterpretations of silence and ensure that team members feel engaged and informed.
For team members, understanding the leadership style of their supervisors is key to effective communication and collaboration.
For Introverted Followers Working with Extroverted Leaders:
Prepare for Meetings: Anticipate dynamic discussions by preparing thoughts and questions in advance.
Set Boundaries: Communicate your need for quiet time or advance notice for spontaneous meetings.
Share Insights: Don’t hesitate to contribute your ideas, even if it means following up later with more detailed feedback.
Engage in Active Listening: This helps in fully understanding the leader's perspective and responding thoughtfully.
For Extroverted Followers Working with Introverted Leaders:
Respect Quiet Times: Recognize the leader's need for solitude and avoid unnecessary interruptions.
Provide Thoughtful Contributions: Organize your thoughts and provide well-considered feedback.
Build Trust Gradually: Be patient and respectful of the leader’s privacy to build a strong, trusting relationship.
Adapt Communication Styles: Use written communication or detailed reports if these align better with the leader's preferences.
Successful collaboration means a leader adapting to their followers' personality, as much as it means us followers adapting to our leader's personality. With a proper understanding and acceptance of the abilities and communication preferences of an introverted or an extroverted leader, better and more peaceful professional relationships can be developed. In doing so, we not only encourage personal growth, but also create a more diverse and supportive workplace. Capitalizing on the unique strengths of each personality type, healthcare organizations can build stronger and more flexible teams, in the end resulting in better patient outcomes and a more cohesive and sustainable working environment.
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