IN PURSUIT OF EFFECTIVE LEADERSHIP

Linus Okorie lists strategies for getting the best out of introverted individuals

We often judge each other. Extroverts often consider introverts as boring or uptight people because of their reserved nature, particularly in group settings where they are less inclined to initiate conversations. As the boss, your goal is to have all your employees operating at their peak level of energy, efficiency, and motivation—which can be a challenge when it comes to leading a team that includes introverts as an extrovert. How do you manage them and their work preferences?

Before delving into strategies, it’s crucial to understand introverts and acknowledge their unique strengths they bring to a team. Introverts thrive in smaller settings, excel in independent work, and possess empathy, emotional intelligence, and attention to detail. Although some introverts are shy, most simply prefer to work alone. (Shyness is a form of social anxiety that results from fear of judgment or social interaction, but this doesn’t apply to all introverts.)

These unique traits are invaluable assets that can significantly contribute to team success. In the pursuit of effective leadership, it is essential to recognize and celebrate the assets that each team member brings to the table.

One, introverts often have a thoughtful and measured communication style. Introverts are naturally more reserved in expressing their thoughts and feelings. They tend to carefully consider their words before speaking and are less likely to interrupt others. This also makes them better listeners, as they don’t feel the need to constantly redirect the conversation back to themselves. Though they may seem detached in social settings due to their quiet demeanor, they are actually attentively listening and analyzing the conversation before offering their contributions.

Two, introverts can offer an in-depth approach to problem-solving. Introverts tend to take more time to process information than extroverts. They are inclined to thoroughly explore issues and ideas, valuing a deeper understanding over superficial or hasty solutions. They have a knack for asking thought-provoking questions and actively listening to the responses. Three, introverts often excel at written communication. They may not be as spontaneous with verbal communication as extroverts but introverts tend to be more thoughtful writers. Introverts are often more comfortable and accurate when communicating through writing. This helps them to carefully articulate their thoughts and positions. The increasing prevalence of remote and hybrid work has made written communication skills more crucial than ever before.

Four, introverts are empathetic. Introverts’ reflective nature enables them to consider the emotions and concerns of others, making them naturally empathetic. This emotional intelligence allows them to build strong relationships and support their team members effectively.

Where might introverts struggle?

While introverts possess many strengths, there are some areas where they may need a helping hand to enable them to perform better on the team. Here are some of the weaknesses:

Being Assertive. Introverts might hesitate to assert themselves in certain situations, particularly when their opinions differ from others. This reluctance to take a strong stance can impact their ability to lead confidently. Confidence: Some introverted leaders might struggle with self-doubt or imposter syndrome, questioning their abilities and qualifications. This lack of confidence can hinder their capacity to make bold decisions. Presenting in front of large groups can be a source of anxiety for introverts, particularly when it requires being the centre of attention and engaging with an audience.

Delegating. Entrusting tasks to others can be challenging for introverted leaders who might be accustomed to handling things themselves. This can result in overburdening themselves and missing out on opportunities for team growth.

Strategies for managing introverted team members

Respect their preferences. One of the most important things you can do as a team manager is to respect the preferences and boundaries of your introverted team members. They thrive in environments that allow for focused, thoughtful collaboration. Avoid interrupting them when they are in a state of deep concentration or need some quiet time to recharge. Susan Cain, the New York bestselling author of Quiet: The Power of Introverts in a World That Can’t Stop Talking, said “solitude matters, and for some people, it’s the air they breathe.”

Create Safe Spaces. Consider implementing designated quiet zones or virtual channels where team members can contribute ideas in writing or take time for individual reflection before group discussions. They often excel when given time for thoughtful preparation. To optimize their contributions in meetings, share the agenda in advance, allowing introverted team members to reflect on the topics and come prepared with valuable insights. Utilize one-on-one meetings or written feedback sessions to create a supportive environment where introverted team members feel comfortable expressing themselves and receiving guidance.

Communicate effectively. Another key strategy for managing introverted team members is to communicate effectively with them. Don’t assume that they are not interested or engaged in the team’s goals or projects. Ask them for their opinions, ideas, and concerns, and listen attentively to their responses. Encourage them to contribute feedback and suggestions through written formats such as emails, shared documents, or collaboration tools. Follow up with them regularly, and respect their need for space and autonomy.

Encourage collaboration. While introverts may prefer to work alone, they can also benefit from collaborating with other team members, especially those who share their values, interests, or expertise. As a team manager, you can encourage collaboration among your introverted team members by pairing them with their extroverted colleagues, assigning clear roles and responsibilities, and setting realistic deadlines and milestones. This combination can promote diverse and innovative problem-solving. You can also facilitate the exchange of feedback and support among the team members, and celebrate their achievements and contributions.

Provide opportunities for growth. Introverts are often eager to learn new skills, explore new topics, or take on new challenges. As a team manager, you can provide opportunities for growth for your introverted team members by offering them training or coaching programs, inviting them to attend webinars, workshops, or conferences, or giving them access to online courses, books, or podcasts.

Appreciate their diversity. Finally, one of the best strategies for managing introverted team members is to appreciate their diversity and uniqueness. Acknowledge and value their different perspectives, approaches, and styles of working. Leverage their skills and talents for the benefit of the team and the organization. In an inclusive culture, it’s essential to celebrate and recognize individual contributions. Introverted team members may not seek the spotlight, so make a deliberate effort to acknowledge their achievements and share their successes with the team. This fosters a sense of appreciation and belonging

As leaders, our commitment to inclusivity is a testament to the strength of our teams. Embracing the diverse qualities of introverted team members fosters an environment where everyone can thrive. By implementing these strategies, we cultivate a culture that values and celebrates the unique contributions introverted team members.

 Okorie MFR is a leadership development expert spanning 30 years in the research, teaching and coaching of leadership in Africa and across the world. He is the CEO of the GOTNI Leadership Centre.