The 3 Most Useful Leadership Tactics for Introverts

Posted by Dianne Hartwick in Introversion, Introvert, leadership, Networking, Preparedness, Self Improvement, Skills, strengths | 0 comments

A common misconception is that introverts are too reserved to be in leadership roles; leaders are often thought to be those whose voices and opinions are shared loudly for all to hear. But in fact, there are several important qualities that make introverts the best candidates to lead others. Their ability to process their ideas before sharing them, their exemplary listening skills and their inclination to always be prepared give them a strong base of potential with which to attain positions of power.

Tactic #1: Do your research 

As an introvert, you may struggle with feelings of awkwardness in social situations. In order to avoid any uncomfortableness, take 5-10 minutes to prepare conversation topics before any event, meeting or other significant social situation. Ask yourself, “How can I start a meaningful/interesting conversation?” Try to draw on current topics in the news or safe subjects that most people like talking about (ie. avoid topics like politics or religion). This allows you to take charge of the conversation; effectively displaying your confidence and ability to lead.

Tactic #2: Reflect before you act

As an introvert, it may already come naturally to you to think over your ideas before sharing them with others. This ability to think before you act makes you a more attractive and successful leader when compared to certain extroverts who often blurt out the first things that come to mind. Keep in mind that the key is to not sit back and passively let others take action but to follow through with your ideas with a strong purpose.

Tactic #3: Listen and be understanding 

The introvert’s ability to self-reflect makes them more capable of empathy when it comes to others problems. Introverts in leadership roles are more willing to look beyond the surface level mistakes of their employees in order to to uncover the underlying root causes. This allows them to resolve issues without jumping to conclusions; avoiding the creation of toxic work environments and earning the respect and trust of their staff.