by Jennifer Mirgorod
It’s no secret that leadership comes in all styles and personalities, but introverts often find themselves overshadowed by their extroverted counterparts in the workplace. Despite the success of leaders like Warren Buffet and Bill Gates, who proudly embrace their introversion, many introverted professionals remain overlooked for top positions and, on average, earn less than extroverts. The truth? It’s not about changing who you are—your introverted nature is an asset. But to get the recognition you deserve, it might mean stepping outside your comfort zone. The good news: with the right strategies, you can leverage your strengths, build visibility, and make your mark without compromising who you are.
Here are some strategies we use when working with introverted leaders:
- Leverage Your Strengths: On our E3 Behavioral Assessment, introverted leaders often score low in the behavioral trait, Exhibition. Low scorers in Exhibition may not want to be the center of attention, and they often excel in deep thinking, active listening, and thoughtful decision-making—characteristics often associated with introversion. As an introvert, active listening can be your superpower. You can use this strength to your advantage in your work and interactions with others.
- Find Your Voice: While introverts may not always be the loudest voices in the room, they can still make a significant impact by expressing their ideas clearly and confidently when they do speak up. If you don’t speak up as frequently as others, what you do say often carries significant weight. Practice finding your powerful voice in smaller group settings.
- Build Strong Relationships: Although it’s essential for everyone to build strong relationships in the workplace, introverts might not be as proactive as their extrovert colleagues. Invest time in one-on-one conversations where you can showcase your expertise, share insights, and most importantly, build trust.
- Seek Opportunities for Visibility: Look for opportunities to showcase your work and expertise, such as volunteering for high-impact projects, leading small teams, or presenting at internal meetings or conferences. This might be the most stress-provoking idea on my list for Introverts, but it can be a game changer. You don’t have to be the center of attention to make a significant contribution, and by putting yourself “out there” as much as possible, you’ll gain confidence. This is where a coach or mentor can be beneficial as an accountability partner.
- Utilize Written Communication: Introverts often excel in written communication, so consider leveraging this strength by sharing your ideas, proposals, or insights through email, memos, or written reports. But don’t use this as a crutch, see items 2 and 4!
- Find an Advocate or Mentor: Identify someone within your organization who can advocate for you and your contributions. This could be a mentor, supervisor, or respected colleague who can help promote your achievements and provide guidance on how to navigate organizational dynamics.
- Take Credit When Due: Don’t hesitate to take credit for your ideas, contributions, and successes. While introverts may be more inclined to deflect praise or downplay their achievements, it’s important to acknowledge and own your accomplishments.
- Create Your Own Opportunities: If traditional avenues for recognition are limited, consider creating your own opportunities to showcase your talents and contributions. This could involve starting a blog, participating in industry forums, or speaking at external events related to your field.
By leveraging your unique strengths, building relationships, and actively seeking out opportunities to showcase your contributions, introverted leaders can effectively get recognized for their outstanding work and make a lasting impact within their organizations. Find an accountability partner or coach to help you get started and stay committed.
