How Introverts and Extraverts Can Lead Better in Uncertain Times
Both leaders have patterns that help their teams – and patterns that accidentally make things harder
What’s Coming Up
Why Introverted leaders’ careful thinking can leave teams feeling disconnected (even when you’re actively working on the problem)
What your team actually needs from you when you don’t have all the answers
How Extraverted leaders’ energy and action can accidentally make teams passive
Why that urgent feeling to “do something” might be about your discomfort, not the problem
How to recognize your pattern and choose what your team needs most in the moment
Have a topic idea you’d like to see us cover? Join the Leadership Council and let us know!
Last week, in the Leading Through Uncertainty Challenge, we explored how you might emulate the traits of great leaders to steer yourself through unsteady times with a little more calmness and clarity.
Now, let’s dive into the personality side of things.
Throughout the rest of this series, we’re going to look at each personality trait and see how it influences your own actions and leadership in times of uncertainty. We’ll also gently challenge you to stretch beyond your go-reactions to show up as the leader your team needs in the moment.
(If you want more information on how to lead your team (rather than yourself) through stress and uncertainty based on their personality traits, check out our past Managing Stress series.)
Today, we’re starting with the trait pair you’re probably most familiar with: Introversion vs. Extraversion.
When faced with stress, Introverted leaders tend to pull back to think. Extraverted leaders tend to push forward to act. Both approaches come from a genuine desire to help. And both can be exactly what your team needs – until they’re not.
Let’s dig into that a little deeper, shall we?
How Introverted Leaders React When Uncertainty Hits
If you’re an Introvert, uncertainty probably sends you inward. You might start researching, analyzing, thinking things through. You need that quiet space to process what’s happening and figure out a path forward.
But while you’re doing all that thinking, your team doesn’t know what’s going on in your head. To them, it just looks quiet. Really quiet. And when leaders go quiet during uncertain times, teams start filling in the blanks. Usually not with good things.
You might be waiting to share until you’ve got it all figured out. That feels responsible – why say something before you’re sure about what needs doing? But sometimes that hesitancy to share isn’t just about waiting for clarity. Sometimes it’s about wanting to convey confidence to your team.
Meanwhile, your team is interpreting your silence. Some might think you’re stuck, others that you don’t care. And worse yet, some might lose faith in your ability to lead. None of this is true of course, but the damage is the same.
Your team doesn’t actually need you to have it all figured out. They need to know you’re working on it. There’s a big difference.
How to Stretch
So what should you do instead?
Keep reading with a 7-day free trial
Subscribe to Leadership by 16Personalities to keep reading this post and get 7 days of free access to the full post archives.