Understanding Introversion to Better Understand Yourself as an Introverted Leader

There are many misconceptions about what introversion means. Some people think that it means someone is quiet, shy, lacking confidence, aloof, socially awkward, slow thinking, anti-social, does not like public speaking, timid, and more.

Whilst these descriptors may apply to some introverted people, there are many for whom they do not. They could also be used to describe some extraverted people too.

Someone once commented on one of my LinkedIn articles that introverted leader was an oxymoron. Indicating that they did not think introverts could be leaders. A view which is aggravated by a widely held (false) belief that leaders need to be extraverted.

There is not enough focus on the positive aspects of introversion

Research looking at introversion and extraversion in the workplace tends to focus on the negative aspects of introversion but the positive aspects of extraversion. However, both traits have positive and negative aspects. A review of the research on the topic by Blevins et al found that research literature suggests that the perfect worker is high in extraversion.

I believe that this focus on the negative aspects of introversion contributes to introversion being viewed less favourably in the workplace. Because organisations view extraversion so favourably, this impacts hiring decisions and opportunities for individuals to progress in their careers, particularly in roles that require higher degrees of sociability.

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‘Knowing yourself is the beginning of all wisdom’ - Aristotle

Knowing and understanding introversion enables you to better understand yourself, your introverted team members and colleagues. Introversion is not something that needs to be gotten over and having a better understanding of it (and yourself), enables you to see the strengths of it and see it for the superpower that it is.

Understanding introversion and extraversion

Carl Jung, the founder of analytical psychology, popularised the terms introversion and extraversion (extraversion being the original spelling which over time has become popularly spelt as extroversion). He described two main types of people based on how they interact with the world, namely extraverts, and introverts.

Introversion and extraversion are personality traits that exist along a continuum, and we all have a preference for where we fit along that continuum. Different situations and environments will determine whether we display more introverted or extraverted behaviours.

Extraverts are more comfortable and energised by focusing on the outside world. They typically enjoy being around people, engaging in social activities, and dealing with external situations and challenges. They are energised being around people, thrive in social settings, and may become restless or bored if on their own for too long.

When we went into lockdown during the COVID-19 pandemic, extraverted friends found it challenging not being able to socially interact with other people. Whereas many introverts that I know thrived on being able to work from home and not having to go into an energy-draining open plan office.

Extraverts are often more talkative and expressive, which can be mistaken for confidence. Because someone is more talkative and expressive it does not automatically mean they are confident. I know many extraverts who talk more when they lack confidence.

Introverts prefer to focus on their inner thoughts and feelings. They feel more comfortable and energised by spending time alone or in small groups. They are more in tune with their internal world and personal reflections.

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This is not to say that introverts don’t enjoy engaging in social activities and extraverts don’t enjoy spending time alone. It is that extraverts thrive on external interactions and activities (which they find energising), while introverts find energy and comfort in their inner thoughts and personal space.

Environments that are over-stimulating can be overwhelming and introverts may be more sensitive to sensory stimuli. Introverts are known for being good listeners and empathetic. There is a tendency to think, reflect, and then process information, before expressing an opinion. This is why many introverts find meetings, interviews, and other environments where on-the-spot responses are required, challenging.

Ambiverts are both introverted and extraverted

Some people are both introverted and extraverted, a term known as ambivert. Ambiverts have a balanced mix of both extravert and introvert traits. They can comfortably navigate between engaging with the outside world and spending time in their inner world. They can enjoy social interactions and external activities like extraverts, but also appreciate and need time alone to reflect and recharge like introverts.

Ambiverts often adapt their behaviour based on the situation. For example, they might be outgoing and talkative at a party but prefer quiet and solitude while working on a project. This balance allows them to be flexible and versatile in different social and personal settings.

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Many work environments and workplace practices are not conducive to introverts being at their best. Overstimulation from open-plan offices and other external stimuli, lots of social interaction, and not enough time to think and process information can hinder you from being at your optimal. This can be draining and stressful.

Having a better understanding of introversion and knowing and understanding yourself, makes it easier to identify how to be at your best as a leader. In the next edition of this newsletter, I will share how to be at your optimal as an introverted leader.

If you didn’t previously fully understand introversion, how does having a better understanding shape your understanding of yourself and others now?

In a world that often celebrates the loudest voices, the unique strengths of introverted leaders are frequently overlooked. I experienced this first hand in my leadership role, and I know many of you have too. This is why I’m hosting Quietly Visible: The Introverted Leaders Conference — a space designed for introverted leaders to thrive authentically.

Imagine a conference that resonates with your introverted nature, where you feel understood and empowered. This event highlights the deep listening skills, thoughtful reflection, and one-on-one interactions that introverted leaders excel at, challenging the idea that effective leadership is all about being loud.

Through interactive sessions and networking, you’ll develop strategies for navigating extraverted environments, build confidence, and connect with like-minded individuals. This conference isn't just about skill-building; it's about fostering a community where introverted leaders can share experiences and support each other.

The conference aims to shift societal perceptions, dismantling the stereotype that leadership equates to extraversion. By celebrating the diverse talents of introverted leaders, this conference champions inclusivity and helps create a leadership landscape where every voice is valued. Join us to be part of this transformative experience. Come and join us here.

Many activities associated with visibility and self-promotion don't come naturally to introverts. Given that research shows that extraverted employees get more opportunities at work because their performance is more visible, introverted leaders should look to raise their visibility and to self-promote, so that they get access to opportunities, and increase their influence and impact. In this episode of the podcast, I talk about how you can do this, and do it in ways which feel authentic.

About Me

I am an Executive, Career and Leadership Coach specialising in introverted women who are senior leaders. Through my work, I have helped 1000s of women across the globe to increase their confidence, influence and impact as leaders, and overcome imposter syndrome, increase their executive presence, improve speaking performance in meetings, get a promotion, and much more.

If you are an introverted woman and a senior leader and want to increase your confidence, influence and impact, take my free assessment and get a report identifying areas to develop. You can take the assessment here.

I speak in organisations on a variety of topics related to career, leadership, and personal development, as well as belonging, psychological safety, and inclusion. If you would like to enquire about me speaking at your organisation, contact me here.