The surprising skills of introvert leaders 

Being a leader often requires attending endless meetings and tons of networking events. This makes most, if not all, talented introverts quit. It doesn’t have to be this way. By creating a brain-friendly workplace, we can make extroverts, introverts, and ambiverts happy and increase performance overall. 

After two decades of working with top industry leaders and executives, I can say with full confidence that introverts belong alongside extroverts in all workplaces. My experience as a neuroscientist, keynote speaker, and proud introvert, gives me the unique position of authority on this matter. Let’s push aside the idea that only those who crave constant social interaction are capable of leading successful teams.

A Brain Built Different

The brains of introverts and extroverts are different. The prefrontal cortex in the brain of introverts tends to have thicker gray matter meaning this part of their brain is actually larger than that of extroverts, allowing a larger capacity for use. Why is this significant? Because it is this region that is associated with analytical thinking, planning, and decision-making! It is more likely than not that your “quiet” team member is engaged in deep contemplation and introspection, and not just “zoning out.” Even during moments of relaxation and stillness, introverts exhibit heightened brain activity in their frontal lobes compared to extroverts. This activity is the reason why introverts will have a rich “inner world”. 

The brains of introverts also possess an ascending reticular activating system that is more easily stimulated. This causes them to reach dopamine satisfaction more quickly compared to their extroverted peers and is also part of the reason why they can become more easily overstimulated in social scenarios. Their brains just need less social interaction to be satisfied.

The Myths and Strengths of Introversion

There is a bias towards extroverts in the workplace. Studies show that the more someone talks, the smarter we assess that person to be. While introverts may be slower to engage or quieter when in a group setting, don’t let that fool you. Introverts don’t speak at every opportunity but rather they wait until they have thoughtful contributions; this leads some people to undervalue their abilities. 

Instead of being motivated by external factors and validation, introverts are intrinsically motivated. Ever get bored or lose focus on the task at hand? Introverts are less likely to experience this as they have the natural ability to sustain intense focus over extended periods of time. Because of their analytical brains, introverts possess unparalleled attention to detail and dedication. This enables them to excel in areas that require deep concentration and sustained effort more easily compared to extroverts, making them invaluable assets in any organization. They put in the hours, and you won’t have to “motivate” them.

Interestingly, introverts are less susceptible to groupthink than their extroverted colleagues. They often act as a moral compass in complex situations as their decisions are less swayed by social pressures. If there is a group where most are willing to go along with something that is a bit unethical, and one person takes a stand against it, there is a high likelihood that individual is an introvert. Their ability to consistently uphold ethical standards is a valued asset, especially in roles related to compliance and legal matters.

If you want to know where you fall on the spectrum, you ask yourself one simple question: How do you recover – alone or in a group? It all comes down from where you get your energy. Introverts can be charismatic and social, and extroverts can be shy and reserved. Many successful leaders are introverts; and while they shine in social situations, they recover alone. 

4 Actions to Create a Brain-Friendly Workplace

1. Get rid of meetings

Constant mandatory social activities are a surefire way to cause an introvert to burnout. Organizations need to take a frank look at these and reassess their necessity. Are all the cocktail hours, team breakfast, or in-person team building activities needed – especially out of business hours? Likely not. While networking is essential, it shouldn’t be the sole indicator of competence or leadership potential. And without flexibility in this area, introverts are going to be alienated – severely decreasing your talent pool!

2. Embrace cognitive diversity 

Being outwardly loud and confident is not the only skill that is required of a leader. It’s important to acknowledge that leadership skills extend beyond social adeptness. The capacity that introverts have for thoughtful decision-making and ethical integrity make them amazing assets to any leadership position.

3.  Foster silence and solitude

Distractions kill performance – for introverts and extroverts alike. Introverts tend to be more sensitive to them due to their brains being more easily overstimulated, however everyone would benefit from minimizing distractions. Frequent notifications, phone calls, and meetings disrupt focus and drag down overall productivity. Our brains are not meant to cope with so much input. Introverts, in particular, thrive in environments where deep focus is possible and by minimizing interruptions, both introverts and extroverts can benefit from sustained periods of concentration.

4. Don’t force everyone to be on camera 24/7

Technology has reshaped the way that we are able to communicate – let’s use it! If someone hates phone calls, then use email instead. Respect for diverse communication preferences is essential to creating a work environment that everyone can succeed in, as it allows for people to show up at their best. If someone hates phone calls, you’re not going to get their best responses compared to if you let them email you or share a voice note. Additionally, allowing camera-off meetings can ease social pressures and support better engagement.  Camera-off communication outperforms camera-on communication – and that is true even for extroverts. If you need to make sure that people don’t multitask during virtual meetings by having them on-camera, then you should fix the root cause of that concern. A big brother mentality won’t turn unengaged employees into star performers. 

Did you know…

Research shows that when people are unmotivated, an extrovert leader may be best suited. But when people are self-motivated they are happier and perform better with an introvert leader who lets them do their thing.

An Inclusive Environment Benefits Everyone

Understanding introversion goes deeper than just understanding behavior. It starts with knowing that the brains of introverts and extroverts are different and ends with knowing how to apply that knowledge to create a brain-friendly environment for all. There is space for both introverts and extroverts, even at the highest leadership positions. Diversity is not just about the outside. We need to start caring about deep diversity. 

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Want more brain-friendly tips?

Check out my Wall Street Journal bestselling book, The Brain-Friendly Workplace: Why Talented People Quit and How to Get Them to Stay. And if you felt inspired, please leave an Amazon review. I read every single one and would love to see yours there!

I also offer virtual keynotes to provide companies with science-based insights that you can put into practice immediately in order to work and live smarter, better, and happier. Find out more about my keynotes here. 

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