After two decades of coaching and mentoring leaders, mainly C-level executives, I’ve learned that they fall into two very broad groups – introverts and extroverts. I’ve found that both introverts and extroverts can be great leaders and that they have their own challenges.
Here are the four biggest challenges that I’ve found introverted leaders experience:
- Asking for Help
Because they have an internal frame of reference, introverts naturally go into themselves to solve issues. Whilst this can be an admirable trait, when uncertainty prevails the introvert can easily stay put and not reach out for help or clarity.
This can result in delays, confusion and a loss of confidence in the leader.
I have helped my introverted clients deal with this challenge by encouraging them to ask for the opinion of other executives whom they trust. There is no shame or weakness in seeking the advice of others – the decision remains with the leader.
If you have experienced this challenge, how did you overcome it?
- Influencing Peers and Upwards
Being quiet achievers, introverted leaders often experience difficulty in influencing or persuading peers or upwards, particularly if the peer or upwards has a strong view about the subject.
I’ve helped my clients by encouraging them to have a solid business case for their subject, with evidence to support the value of the subject, a compelling reason why it is important, the cost of doing nothing about the matter and the return on investment for taking the action or making the investment of time money or other resources. With predetermined clarity about the value and the outcomes, the odds for influencing and persuading are increased.
What has been your experience in improving your ability to influence and persuade others?
- Engaging with Extroverts
Even though it is said that opposites attract, I’ve witnessed the frustration and sometimes exasperation of introverts coping with extroverts, more-so when they are peers.
The introvert has an advantage in being willing to listen more easily than the extrovert and that often is the best way to engage with them. I encourage my clients to listen first then ask a useful and relevant question that leads towards a shared understanding.
How do you prefer to engage with extroverts?
- Expressing Feelings
Since introverts go into themselves more readily than others, they often keep their feelings to themselves. This can lead to their feelings becoming more intense if they are negative, or quickly dissipating if they are positive.
I encourage my clients to articulate their feelings out loud, even to themselves, or to write them out, even if they screw up the paper later. Ideally they can practice articulating their feelings to someone else whom they trust.
A simple expression like “You know what, I feel pretty good about those results, how about you?” or “You know what, I’m disappointed in those results, how about you?” can often lead to a more easy conversation that allows us to share our feelings without embarrassment.
How do you deal with sharing your feelings without discomfort?
My next blog tackles my experience with the four biggest challenges of extroverted leaders.
Really happy to get your input too.
