While introverts do not tend to command the conversation, they can be excellent listeners. They tend to avoid interrupting. They take the time to absorb and understand what is being said to them. Then they generally reply in a calculated, well-thought-out manner. Knowing that their supervisor, team leaders, etc., will take the time to hear and understand their concerns can be a huge comfort to your team members. Also, because introverts play a deeper listening than speaking role, they may pick up on clues or details in a conversation that others could overlook. Their contributions to conversations often include thought-provoking questions that lead to more substantial conversations overall. Introverts may not enjoy networking the way that extroverts tend to, but they tend to create deeper, more meaningful relationships with those they meet and talk to. These deeper connections can also help them relate to their team in a constructive manner. They have a natural ability to gain deep insight into their employees’ strengths and weaknesses. This can allow them a unique ability to offer effective coaching and support to their team members when needed.

Introverts tend to be very observant. They may notice details in a room, situation, system, or conversation that others might overlook. They may be the first to notice red flags that could signal a problem situation. This allows them to be very proactive leaders. Because introverts tend to weigh situations and information thoroughly before taking action, you may find them less inclined to deploy temporary or band-aid solutions and more inclined to evaluate options and devise comprehensive solutions to complex issues as they arise in your firm.

Extroverts are often known for their risk-taking. They make big bold moves — which often pay off. Introverts can be risk-takers as well, but they have a tendency to go at those risks a little more cautiously. They tend to take well-thought-out, calculated risks. Introverts may be less likely to play the lottery as they calculate the risk against the reward. Introverts look and think, then take calculated leaps. Being introverted doesn’t mean you won’t take risks, but you likely choose which risks to take a tad more strategically. This can actually be a great balance for your leadership team. Having a mix of introverts and extroverts on your team can add a great checks and balance system to your risk-taking and planning.

Introverts, in general, are unlikely to boast and brag because they are simply less likely to want to draw that attention upon themselves. Therefore, they are often more than happy to share credit for success with their colleagues and team. This is generally a trait that garners them high levels of respect from others. Leaders who display humility can inspire more commitment and teamwork in their team. This does not mean leaders should not exhibit pride in their accomplishments or confidence in their abilities. It simply means balancing pride with humility can help make them well-respected leaders.