Can an introvert be an effective leader? The group context of leadership is ingrained within its definition. Leaders engage in the process of influencing a set of individuals, with the hope of attaining a shared goal (Northouse, 2021). Northouse (2021) states “Without influence, leadership does not exist.” Is this defining factor of leadership incompatible with the introspective, shy nature of introverts (Farrell, 2017, pp. 437, 438)? Or are other leadership qualities enough to balance out the absence of one critical trait? In relation to extroverts, introverted employees within organizations should be equally considered for leadership roles, due to additional, valuable qualities they can propose.
Leadership approaches consistently highlight the social undertones of leadership. The topic of introversion and extraversion are specifically added to the discussion when individual leadership traits are referenced. Traits are characterized as an inherent collection of individual qualities or attributes utilized in illustrating one’s character (Northouse, 2021). The trait approach signifies that all leaders display distinct personality traits that influence their leadership effectiveness. The “great man” theory goes to the extent of stating, leadership is not learned but rather inherited at birth. Personality traits can strongly influence one’s impression of leadership (Penn State World Campus, 2022).
A variety of previous research has been presented, stating that “basic personality traits and capacities contribute to who emerges as a leader and one’s effectiveness as a leader” (Northouse, 2021). The predominant traits depicted throughout research include, intelligence, self-confidence, determination, integrity, and sociability (Northouse, 2021). It is significant to highlight sociability in reference to the group context by which leadership is defined. Sociability is classified as an individual’s drive to create valuable relationships. Individuals with this trait display exuberance, empathy towards others and considerable interpersonal skills (Northouse, 2021). The five factor personality model has also been researched in contrast to leadership. Findings have shown that the trait most correlated to leadership and being an effective leader, is extraversion (Northouse, 2021). These research results minimize the potential of introverts within leadership roles. Also, the negative attributes of extraversion are not displayed within these findings. Individuals with high levels of extraversion can be overbearing and egocentric. An individual that proposes these characteristics may not be an effective leadership option for a distinct group within the organization (Farrell, 2017, p. 438).
The initial research survey completed by Stogdill, measuring traits, presented that leadership is relative to the situation presented. These research results displayed that leadership is the outcome of a working relationship (Northouse, 2021). The leader-follower relationship is a foundational element of leadership. From a relational frame of reference, followership emphasizes the interpersonal aspects within the leadership process instead of dividing it into specific roles (Northouse, 2021). Communication within this relationship is crucial in creating and effectively influencing members of the group (Northouse, 2021). By looking at leadership from this perspective, it is significant to consider both introverts and extroverts within the selection process, to establish what type of leadership will be the best fit for employee and organizational needs (Farrell, 2017). More recent research has discovered that introverted leaders are more effective in managing proactive teams because these individuals enhance task proficiency (Spark et al., 2018, p. 85). Research also shares the following overarching reasons as to why introverts are effective leaders, “introverts are prudent, learn by listening, leverage their quiet nature, demonstrate humility, manage uncertainty, and are comfortable working alone” (Farrell, 2017, p. 442). Introverts offer valuable qualities such as greater analytical skills and greater deliberative decision making strategies. This emphasis on deliberation in decision making generates more consideration for additional ideas and feedback provided by employees (Farrell, 2017, p. 438). Although introverts propose a quiet leadership style, they effectively listen to others and value individual input (Farrell, 2017, p. 442). These leadership qualities can be beneficial in organizational departments that may engage in planning processes (Farrell, 2017, pp. 437, 438). Despite these quality leadership characteristics, introverts do not regularly emerge as leaders due to increased levels of negative affect. Behaviors that are essential in enabling the emergence of leadership are hindered as a result of introverts focusing on negative emotions they may experience in group contexts (Spark et al., 87).
Overall, it is significant that organizations do not minimize employees for their potential lack of social skills. The leadership qualities presented by introverts may be more subtle than those of extroverts, but based on the nature of the organization, introverted leaders may be more beneficial in influencing a group of individuals (Farrell, 2017, p. 438). If organizations continue to just follow predominant leadership traits, they may miss out on a valuable employee and opportunity.
References
Farrell, M. (2017). Leadership reflections: Extrovert and introvert leaders. Journal of Library Administration, 57(4), 436–443. https://doi.org/10.1080/01930826.2017.1300455
Northouse, P.G. (2021). Leadership: Theory and Practice. 9th Edition. Los Angeles: Sage Productions. ISBN 978-1-5443-9756-6
Penn State World Campus (2023). Lesson 2: Trait Approach. Retrieved January 30, 2023, from https://psu.instructure.com/courses/2245314/modules
Spark, A., Stansmore, T., & O’Connor, P. (2018). The failure of introverts to emerge as leaders: The role of forecasted affect. Personality and Individual Differences, 121, 84–88. https://doi.org/10.1016/j.paid.2017.09.026
smh6751 says
As an introvert myself also, i like how you did find research that can show the effective ness of someone who is not as upfront or out there. Here is a good quote on why someone who is introverted would be good in a leadership position, “Introverts possess a variety of skills that can make them good business leaders, particularly in businesses that value innovation and entrepreneurship. We’ve already mentioned critical thinking and listening skills. Introverts also tend to excel at written communication, outside-the-box-thinking and problem solving. Introverts aren’t necessarily shy or quiet or bad at public speaking. Those are myths. However, your introverted employees may need a bit of coaching on why breaking out of their comfort zones is good for the company and their careers”(Monych, 2022). That shows that not all introverts are bad at certain things because they come across as quiet and reserved, those things can be what makes them a good leader. I think being quiet and taking everything in before anyone takes any action on anything is a good quality because you are taking your time to thing something through or think through what was said. Most would not think an introvert would be a good leader but i think they can be just as good as anyone else.
References
Monych, B. (2022, October 18). The surprising reasons why introverts make exceptional leaders. Insperity. Retrieved February 5, 2023, from https://www.insperity.com/blog/the-surprising-reasons-why-introverts-make-exceptional-leaders/#:~:text=Introverts%20possess%20a%20variety%20of,box%2Dthinking%20and%20problem%20solving.
dbv5131 says
Introverts can definitely be effective leaders. Some of the things highlighted of why introverted leaders are great is very spot on. I work for an organization where 90% of our leadershipo is considered to be introverts but the quality of relationship that they build is just or even better than the extroverted. We can consider the major leadership traits (Northouse 2022) : intelligence, self-confidence, determination, integrity, and socialbility which both an introvert and extrovert may have. Leaders in general are expected to be good listerners and great at relationships, but it wouldn’t be by nature that we expect them to be the loudest in the room! Then again we get to examen our own expectations of leaders and if they have natural abilities or if it’s learned. Either way trais and personality build leaders and an introvert can hold the capacity to lead and influence a team. The question if an introvert are effective leaders may be best answered looking at the enviornment and the mission that’s being executed (PSU WC, 2022). At times an extrovert leader may be the best for the situation and type of group, but it can also be subjective on who is defining their leadershipo and needs.
References
Northouse, P. G. (2022). Leadership: Theory and practice (9th ed.). SAGE.
Pennsylvania State University World Campus (2023). PSYCH 485 Lesson 1: Leadership. Retrieved from https://psu.instructure.com/courses/2245314/modules/items/37104651
Abby Kuligowski says
As an introvert myself who would like to be in a leadership position someday, I appreciate the research you found on the redeemable qualities of introverts in power. While I understand how extraversion can be very helpful when leading others, I believe that introverts can make just as great leaders, especially if they compensate for their lack of sociability with higher scores in conscientiousness, agreeableness, and emotionality. As you stated above, sociability is associated with feeling empathy toward others, which is also a characteristic of agreeableness. Also stated above is that introverts rarely find themselves in leadership positions due to their negative feelings in social situations. I do not necessarily agree with this statement because while I am uncomfortable in some social situations, I do not outwardly express that discomfort or display my negative emotions. I believe negative affect would fall under the emotionality/neuroticism trait of an individual’s ability to control their stressors and emotions. An introverted individual with a higher score in agreeableness or emotionality would most likely be able to compensate for their lack of sociability with their ability to empathize, be friendly, and control their emotions. While being a natural extravert may be an advantage for someone looking to be a leader, I believe introverts with other qualities can be just as effective.