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I believe it is both and the debate should not be about which is more deterministic of who we are but it should be about how we maximize our potential. Gene and Experience both play a part ! Likewise, there is also a debate about a particular personality trait that could be important: Extroversion and Introversion and how these affects leadership styles, which in terms affect outcomes.
So in general, are introverts or extroverts better leaders?
Firstly, I like to say that there is an inner self and there is a professional self. What do I mean?
I believe I am an introvert by nature. I love to think/reflect quite abit and spending time alone is essential for me to recharge. I don't particularly like to socialise and may seem passive in most environments.I also value deep relationship with a few. However, I have developed extroverted skills/behaviours/attitude.. In my job, I "became" alive and chatty and appear outgoing and often become animated. Similarly, I believe extroverts can also learn a "trick" or two from introverts about being introspective and to tone down when need be, example, when there is a need to listen more carefully and openly to others, especially if one is overly domineering/assertive, so much so that others are afraid to speak up/out.
So what is more important is to understand the essence of what introverts and extrovert do/behave and how it affects others. Some research has also shed like on what sort of leadership best suits what sort of followers.
For example, Carmen Nobel asserts that introverts are the best leaders for proactive employees (see article link below) and have the following three points
"• Extraverted leaders can be a liability if the followers are extroverts, tending not to be receptive to employees who make suggestions and take initiative.
• Introverted leaders are more likely to listen to, process, and implement the ideas of an eager team.
• Leaders need to adapt their style depending on the type of group they are leading. With proactive employees, leaders need to be receptive to the team's ideas; with a more passive team leaders need to act more demonstratively and set a clear direction. "
Carmen Nobel
Introverts: The Best Leaders for Proactive Employees
I considered my previous boss an introvert. I believe as the work environment didn't particularly suit him and his introversion played a part in his leaving eventually. He was a brilliant fellow with much to contribute but without a charismatic and outgoing personality in connecting with a more extroverted management, he eventually left in what I believe was a lack of recognition for his work.
What lessons can we learn from this short discussion? Well, for myself, I believe as an introvert, I should capitalize on my strengths (like empowering proactive employees by listen to them), as well as learn extroversion-related skills/behaviours (like being more assertive and sharing aloud my deeper level of thinking so that others can appreciate).
Ending off with a video about leadership in action : Getting off your butts, braving the rains, using your strengths, even if you are alone, believing that your example will galvanise others into action.. i.e. Leadership for Change !
Here are some follow-up articles about this topic on introverts and extroverts as leaders:-
Analyzing Effective Leaders: Why Extraverts Are Not Always the Most Successful Bosses
Are extroverts good leaders?
The Hidden Advantages of Quiet Bosses
Introverts: The Best Leaders for Proactive Employees
A nice post and video.
ReplyDeleteI agree with you on that inner self can be different from professional self. It's kinda split personality sometimes. I am an extreme introvert and always feel uneasy to be in a party. There are very few people in my personal world. But I come to life naturally & effortlessly when I feel the need - in my office working with colleagues and in the fields dealing with clients. Many even find me quite entertaining. And I enjoy every moment of working with them.
I have seen some leaders with similar dual personalities. They just don't want to be there unless they feel they are needed. Otherwise, they retreat to their own little caves.
Leadership success may sometimes be attributed to situations and types of followers, and I believe to some extent this may be true. However, I feel that true leadership success resides within the leader himself/herself. What I mean by this is for a leader to rise above situations that he/she is placed in, being socially-aware as well as contextually-aware of the needs and means to get to the goals. This "helicopter" view will facilitate the leader to identify situational needs and leadership styles that will help to lead the group to success. I most agree with your post on Carmen Nobel's quote on leadership adaptability.
ReplyDeleteWhat good is a leader if I need to tailor circumstances to contribute to success? A leader manages the external environment and makes it work out for him/her, or in other words transcends circumstances. This will be a key attribute to distinguish short-lived leadership (that may be attributed by a conducive situation) from sustained leadership that surpasses situations.
Extroversion or introversion, these are but behavioural preferences. A key element of leadership I think, is the ability and willingness to make behavioural choices and practice appropriate leadership styles for the achievement of goals - now, this is the art of leadership.