How to be an effective manager as an introvert

An introvert can be an extremely effective leader because of their unique strengths.

It seems like our world is built for extroverts and the workplace is no exception. Huge networking sessions brimming with industry professionals – bring in the charismatic extrovert. Open plan offices – an extrovert’s dream. Large brainstorm sessions where you talk through every idea you have – your extrovert team member come with a whole host of ideas ready to share. In a world often dominated by extroverted leadership styles – the confident, outspoken and assertive, being an introverted manager can come across as one flying under the radar – quiet, hesitant to chime in and perhaps give off a perception that they are less qualified for the leadership role.

As an introverted manager, you bring a wealth of strengths to the table – from deep thinking and empathy to keen observation. It's crucial to recognize these qualities as assets rather than limitations. Introversion is not a barrier to effective leadership; it brings a much needed balance to a workplace and with its unique approach can yield remarkable results.

That said, there are its own unique set of opportunities & challenges which we will explore in this article.

If you are an introverted manager or leader, you will probably be aware that you possess the following strengths:

 1.     You have the ability to build genuine relationships with your people

 Influence is not dependent solely on an outgoing personality. Team members want to follow leaders who have discernment, predictability, empathy and intellect. Through relationship buildings, introverted managers can exert greater influence where required during crunch times.

 2.     You are an active listener

An attentive and patient listener is often more important than being a great orator. Being naturally curious about the thoughts and perspectives of others allow introverted managers to pick up subtleties that may otherwise be overlooked. This is especially useful in problem solving, in building empathy and in persuasion.

 3.     You are a strong team player

 Introverts typically like to lead from behind the scenes rather than spotlighting themselves at the front. This quality help bring out the team members and make introverted leaders not only great team players but great mentors as well.

 4.     You are a critical thinker

Research shows that introverts take a longer time to process information than extroverts. This natural tendencies mean introverted managers process more thoughtfully, taking extra time to understand ideas before moving to new ones.

To be an effective manager as an introvert, they will have to overcome a unique set of challenges.

However, there are a unique set of challenges an introverted leader may face at the workplace.

1.     Trying to be someone they are not

In a landscape where extroverted qualities are revered, it can be easy to adopt a more extroverted persona that may not truly align with who you are. Perhaps you’ve become really good at it but you are finding it really hard to keep up the act and you’re exhausted and burnt out.

 2.     Dealing with conflict

These can be uncomfortable situations for introverts, especially when they are caught in a difficult conversation or conflict without prior preparation. In a leadership role, these situations are common and if not given sufficient time to prepare, introverts may find it more difficult to have their voice heard.

3.     Finding pockets of solitude

As an introvert manager, you will find yourself having to be around people a lot. These in-person interactions can be draining and if you are not able to find pockets of time to recharge alone, you may find yourself in a situation where you’re dragging your feet to the next project meeting or the next performance review.

5 ways to be an effective manager/leader/boss as an introvert

Here are 5 ways you can leverage on your introverted strengths,  overcome some of the unique challenges and be the effective leader of a team with diverse personality – introverts, extroverts and everyone in between.

1.     Create your own effective environment

Understanding your needs as an introvert to have solitude for recharging requires you to structure your work schedule, your interactions with team members and your workspace accordingly. Building in time for recharge can look like blocking out consistent deep work focus time so you can work without disruption from your team members, recharge before handling social interactions. This can also look like creating smaller work meetings, including only the absolute necessary staff members in the project where introverted managers/leaders feel most comfortable in. Create boundaries and be transparent about how you prefer to communicate. It's OK to not be available all the time. Invite people to schedule meetings and email you instead of pop up with needs on a whim.

 2.     Make a plan for difficult situations

Being in a leadership role requires managing tough situations or conversations, some of which may be challenging for an introvert, especially when caught off-guard. Surround yourself with more experienced leaders to glean from their experience. Or think through in advance potential situations, prepare or even role-play with a hired coach on handling these potential situations which could cause fireworks.

As an introverted manager myself, I remember needing to have a difficult conversation with one of my key stakeholders to gain his support in a project I was leading. He was under the misconception that I had put him in a bad light while aligning targets and timeline of the project with senior leadership. I needed to dispel the misconception and win his support for a favourable project outcome. Before the meeting, I did several scenarios planning and prepared for my responses to the various scenarios. In so doing, it helped me feel less anxious and ready to tackle any unforeseen conflicts that may arise during the meeting.

I’m pleased to say, I had one more stakeholder on my side who eventually became a big supporter of the project. We achieved all our project outcomes, which was a huge win for us both.

3.     Be open about who you are

There are many myths and misconceptions surrounding an introverted leader – they are shy, poor in communication skills, anti-social. It is important to let your team members know that your quiet has to do with introspection rather than shyness. Being open about who you are and how you typically interact with people and situations set the stage of how you are perceived. This prevents unwanted assumptions and help your team members know how to interact with you better thereby improving communications and trust.

Practical openness involves more than just dispelling myths; it's about setting clear expectations and boundaries. For instance, if your mornings are dedicated to deep work, communicate this to your team. Define the most effective channels for communication and interaction, whether it's through scheduled weekly one-on-one meetings or utilizing digital platforms such as Slack or even emails for communication. This not only empowers your team members to engage with you more effectively but also allows you to establish boundaries that align with your energy levels and preferences.

Being open about who you are fosters an environment of understanding, making way for enhanced communication, trust, and collaborative success within the team.

4.     Stick to your roots but also spread your wings

Being introverted does not mean you cannot adjust, grow and adapt to a situation that calls for a more outgoing and assertive side of you. Leaders must learn to balance staying grounded in the roots of who you truly are yet, learn to give yourself wings to soar in new territories. Leadership growth often involves a continuous learning journey. Through coaching and self-reflection, introverted leaders can gain profound insights into themselves, leverage their unique strengths, and develop strategies to navigate unfamiliar situations. Embracing personal authenticity doesn't mean resisting change or staying the same; rather, it's a foundation upon which leaders can build their capacity to flourish in diverse circumstances.

Public speaking may pose a challenge for many introverts. Staying true to yourself involves recognizing this potential discomfort, while spreading your wings means proactively addressing it. Take, for instance, participating in platforms like Toastmasters to refine public speaking skills. Authenticity in this context means acknowledging the need for recharging after such engagements — it's about learning to balance moments of stretching beyond your comfort zone with moments of self-care.

In essence, being an effective manager as an introvert encompasses not only understanding your inherent qualities but also embracing growth opportunities. It's a harmonious blend of authenticity, adaptability, and continuous learning, allowing introverted leaders to navigate the dynamic landscape of leadership with confidence and resilience.

5.     Knowing your team dynamics

Your team should likely comprise of staff members who are like you, the polar opposite of you or lies somewhere in between the spectrum. Knowing the natural tendencies of how your team works will help you to manage them more effectively, and drive more performance. Your more extroverted team members will likely enjoy a good brainstorm sessions where they can do a brain dump through vocalizing the thoughts in their mind, whereas your more introverted team members will prefer the time to prepare their ideas before verbalizing them in a group setting.

Knowing their preferences and creating an environment where you as a leader has the opportunity to listen to the ideas from all team members will help you come up with a more holistic solution. One way to brainstorming sessions that bring out the best of your team could be sending the agenda in advance so that your introverted team members can spend time preparing for the meeting. During the meeting, allocating a set amount of time for each team member to voice their opinions set the expectations. This gives introverts an opportunity to verbalise what they have prepared and also allow extroverted staff members a chance to vocalise their ideas while ensuring the voices of all are heard.

Encourage frank and open conversations with your entire team – find out their most productive working habits and communication styles. Approach these discussions with your natural curiosity, empathy and understanding. Once you form an idea of how your team works, remember not to box your team members into your perception. Keep that communication open as the dynamics will change.

Being an effective manager as an introvert is not about conforming to extroverted norms but embracing and leveraging your unique qualities. Your introverted leadership style can foster a positive, productive, and inclusive work environment. Remember, the quiet power of introverted leadership is a force to be reckoned with.

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