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How Introvert Managers Are Powerful Leaders

PLUS: Celebrate National Day of Encouragement with some helpful tips!

According to some research, 25 to 40% of the population is made up of introverts.

Because of how many introverts there are, you're bound to have some introvert managers at some point. There's a stigma around having introverted leaders, but it isn't necessarily true.

Keep reading to learn about how you can help your introvert managers and enhance their leadership qualities.

What Are Introverts?

First, you'll need to fully understand what an introvert is. Most people think of a quiet, reserved person who is very thoughtful. Or it might be someone who is shy and likes to be alone and not the center of attention.

However, the key difference isn't about if you're shy or not. Instead, introverted people gain most of their energy from being alone rather than with people. They feel exhausted or drained of energy after social interactions and need to be alone to recharge.

It's hard to measure this and fully know if you have an introverted manager. There are different levels of it, and it could be different for each person. You may have an introvert who is super bubbly and loves being around people but then needs to recharge by being alone.

In general, introverts do like quieter environments and want to spend time alone. They'll show more reservations in social settings generally.

Please join me in welcoming Janice Chaka as our Beyond Introversion guest blogger. Janice is an introvert advocate and enjoys coaching introverts through the challenges of work and career choices. Her approach empowers the introvert to strengthen the individual and the team.

Why Developing New Introvert Managers Is Important

If you do have an introverted manager, they have many qualities that help the team thrive. It can be good to have a diverse range of leaders at your company, and there are many benefits to developing them.

For example, introverts will genuinely care about their employee's and teams' growth. They are normally grounded, focused, team-oriented, and self-aware. Because of this, they will put more effort into growing their own team, which can be great for your company's culture.

They also could have great public speaking skills with the right help. Just because they get more energy from being alone doesn't mean that they can't speak in front of a crowd of people. They have the skills, but you just need to give them the confidence they need to perform well.

In addition, they'll also help bring more diversity of thought to your business. While you should have some extroverted managers, having an introverted manager who is thoughtful, empathetic, and a good listener can provide a good balance.

What Are the Challenges of Being an Introverted Leader?

There are many different challenges of being an introverted leader. However, with the right training, these challenges can be overcome and actually turned into strengths.

  • Energy Management: Because introverts get most of their energy from being alone, they could get drained at work very quickly. Because they'll be interacting with their team often, they'll need to learn how to manage their energy. If they can't manage their energy, they could end up being drained at work, which could lead to burnout and ultimately lead to them quitting. If they're drained, they may not perform well at their job either.

  • Boundaries: One of the ways they can manage their energy is by setting boundaries, but this can be challenging for introverts as well. Introverts are naturally empathetic, and many of them will do everything they can to help their employees or teams. This empathy can be great, but if there are no boundaries, then managers will stretch themselves too thin.

  • Delegation: A strategy that can help them set boundaries is delegating certain tasks and not taking too much on. But because of how hard it can be to rely on other people, introverted managers tend to take on all of the tasks by themselves. If the manager has employees that they can trust, they may feel more comfortable handing work over to them.

  • Communication: Managers can generate that trust by ensuring that they communicate well. But as natural introverts, they might find it hard to communicate, especially if they're shy. Some managers may prefer to do all communication over IMs or email, but they should also try and have personal interactions with their team.

Benefits of Having Introverted Leaders

In order to thrive as a leader, introverts should focus on the benefits that they can bring to the table. While extroverted leaders might dominate the meetings and talk most of the time, introverts will stay quiet while they are thinking and analyzing most of the details.

Additionally, if you're in an unpredictable environment, introverts end up being the best leaders. They can think of different ways to improve the company and can be more innovative.

A skilled manager will also want feedback from other people in the meeting. Extroverts may not think as much about other people's opinions beyond their own. But introverts are great team players and will want to hear what everyone else has to say.

This gives introverts in the meeting a chance to voice their opinions in a setting where they might not have otherwise felt comfortable sharing.