Leading is More Powerful than Driving

I embraced the "driver" persona in business early in my career. Thriving in a fast-paced environment, I led teams fueled by ambition and relentless pursuit of goals. This high-energy approach yielded consistent success, mirroring my own personality. But then, a recruit named Emily disrupted my management style.

Emily, unlike the rest of the team, who thrived on extroverted energy, navigated the office with a quiet focus. Her meticulous research and relationship-building skills were her signature strengths. Initially, with my "driver" mindset, I wondered if her introverted approach would translate into success.

To my surprise, Emily's introversion wasn't a limitation. It was her superpower. She could see beyond the surface, deciphering candidates' and clients' deeper needs and aspirations. This resulted in genuine connections, profound trust, and long-term relationships, ultimately leading to placements that eluded others, and she created dependable repeat business.

This revelation was a turning point for me. As a self-proclaimed "High-D," I realized that my focus on a “go, go go” mentality had blinded me to the immense value of introspective analysis, thoughtful communication, and genuine connection. Emily's success challenged my perspective, demonstrating that building a high-performing team requires embracing diverse strengths, not just extensions of the leader's personality. It was time to become a leader, and let go of being the driver.

So, I shifted gears. We began actively valuing and integrating different communication styles. We encouraged active listening, slow and deliberate conversations, and individual reflection alongside the existing team dynamics. We fostered an environment where everyone felt comfortable contributing in their unique way, regardless of their personality type.

The results were transformative. Our team not only maintained its high performance but also reached new heights. We closed deals with a deeper understanding of client's needs, cultivated stronger relationships with candidates, and established a more collaborative and supportive work environment. The introverts and the extroverts were happier at work, and our gross margin went through the roof!

This experience taught me a valuable lesson: successful leadership isn't about replicating your own traits throughout the team. It's about developing emotional intelligence, recognizing each individual's unique strengths, and creating an environment where everyone feels valued and empowered to contribute in their own way. As I've learned, sometimes the quietest voices hold the most powerful insights, and by embracing diverse strengths, we can unlock the full potential of our teams and achieve truly remarkable results.

If you are an extrovert and lucky enough to be? leading a team with diverse approaches to work, here are some lessons I have gained over the years:

• Quietness may not be disinterest: Just because an introvert isn't actively talking doesn't mean they're disengaged. They might be processing information internally or prefer listening more than speaking. Even in recruiting or sales.
• Be aware of overstimulating with constant chatter: A few years ago, “Happy Hour” was sacred in recruiting. Too much social interaction or information can overload some people. Be careful not to focus your team culture on social interaction and keep a keen eye on performance instead.?
• Don’t assume everyone thrives on group work or open communication: Some introverts prefer independent work and written communication. Consider offering diverse project formats and communication channels to suit different preferences.

• Look out for non-verbal cues of discomfort: Pay attention to body language and facial expressions. Signs like fatigue, fidgeting, or withdrawal might indicate that an introvert is overwhelmed. Adjust your approach accordingly. You want to build a platform for your entire team to be their best and harness all of the great superpowers from everyone on the team.?

There is a lot of help for new managers building their management style. Check out these suggestions:

• The Genius of Opposites : How Introverts and Extroverts Achieve Extraordinary Results Together by Jennifer Kahnweiler
• Quite: The Power of Introverts ?
• Follow Pat Wadors ?on LinkedIn (my favorite Introvert HR contributor on LinkedIn)

Remember, the more diversity you have on your team, the more likely you are to create innovation and success. So “go, go, go,” or, think about it for a while and write down your thoughts. Here’s to building better teams!?