5 Ways to Lead an Extrovert If You’re an Introvert

Leading someone who is different from you can be difficult. Let’s face it, it can be downright frustrating. Over the years, I’ve had the privilege of leading all kinds of people – extroverts, introverts, creatives, analysts, organizers, salespeople, and the list goes on.

The hardest scenario is usually leading someone who is your opposite. You can’t relate to how they work, and you don’t understand why they do what they do. Sometimes it can feel like their main goal is to make your job harder!

And, instead of finding ways to work with that person, we try to change them and make them more like us. That only leads to more frustration. People can grow, of course. But, at the end of the day, an extrovert is an extrovert. So, I want to suggest we find ways to make the most of who they are. Here are 5 ways an introverted leader can lead an extrovert well:

How to Lead an Extrovert as an Introvert

1. Be intentional about their “people time.”

It’s no secret that extroverts get their energy from being with people. To an introvert, that can look like slacking off or just socializing. But, if an extrovert can’t interact with others, they’ll disengage and their performance will suffer. As the leader, be intentional about giving them time to be with people.

2. Help them see how their work impacts people.

Because people are central to who they are, extroverts need the story behind the what and the why. Simply handing an extrovert a task can feel cold to them. When you tie their work to a person or a cause, their quality of work skyrockets. When they know how their work changes a life or helps a community, they’ll be energized to do anything…even the mundane stuff.

3. Spend time with them regularly.

Extroverts are energized by being with others…and that includes YOU! It’s easy for introverts to get hyper-focused on tasks and miss the people part of the job. With even one extrovert on your team, that can backfire. They’ll start to feel left out and begin writing stories in their heads about how you feel about them, whether it’s true or not. Regular time together, like a weekly one-on-one, is one of the best ways to motivate them.

4. Encourage them to work in teams when it makes sense.

This isn’t always possible. But, when it is, make it happen! And, be open to getting things done in groups yourself. You may be perfectly happy knocking out 100% of your to-do list alone. Extroverts aren’t. You may have to stretch outside your normal way of working, but their work will get better when they get to do it with others.

5. Celebrate your differences.

Too often we sweep our differences under the rug and don’t talk about them. When we do that, we miss the chance to celebrate them. Talking about it also gives you a great opportunity to help the extroverts on your team understand how introverts are wired. When we understand each other, we appreciate each other…and we work better toward a common goal.

Quick Answers

Can introverts be good leaders? Absolutely. Introverts often listen well, think carefully and build deep trust. (More on that in Quiet Leaders.)

How do you motivate an extroverted employee? Give them people time, connect their work to a real impact, recognize them publicly and meet with them regularly.

As an introverted leader, you’ll almost certainly lead an extrovert at some point. Learning to make the most of how they’re wired will lead to a better relationship and better results for your organization. Who are the extroverts you lead, and which of these can you start doing this week? Comment below…