Notes

Introverts who prefer logical decision-making, focus on order, accuracy and systematic thought processes; those who prefer ‘feeling’, seek harmony and are sensitive to the inner values of themselves and others.

Extroverts, who prefer sensing, dig for details; those who prefer intuition recognize the future possibilities revealed in the data.

Extroverted leaders engage others in this process and arrive at conclusions after examining the data ‘out loud’. No one is surprised at the results!

Introverts, who prefer sensing, analyze details and facts with their internal thought processes; those who prefer intuition, take the same information and create an inner vision.

When introverted leaders express the results of these processes they deliver an understanding and analysis of the facts that provides clarity and direction.

http://www.marathonhrcg.com/blog/introverts-and-extroverts-in-leadership-there-is-more-than-meets-the-eye

If you’re an introvert, you’re more prone to being overstimulated by intense or prolonged social interaction—and at that point, reflecting on your thoughts and feelings can help you recharge. But introversion-extraversion is about more than just social interaction. Extraverts crave stimulating activities like skydiving and stimulating beverages sold at Starbucks. Introverts are more likely to retreat to a quiet place, but they’re very happy to bring someone else with them.

When employees were passive, looking for direction from above, units led by extraverts had 16% higher profits. But when employees were proactive, voicing suggestions and improving work processes, units led by extraverts had 14% lower profits
extroverts’ biggest problems – ignoring personal boundaries. They assault people in the hallways with long and excitable conversations and repeated (sometimes pushy) attempts at friendship. As “the boss,” they often feel responsible for each employee’s progress, training and development, extending to their lives outside of work. Extroverts must work hard on setting reasonable personal boundaries, and assigning each part of their team fair tasks, focusing their own attention on ensuring the team as a whole meets their benchmarks.

At a fundamental level, it is commonly agreed that this trait is about ‘where we get our energy from’ – either from the external environment (extroversion) or from our internal thoughts (introversion).

the introvert being aroused by low levels of stimulus and the extrovert by high levels. This explains the extrovert’s suggested tendency to seek interaction and undertake riskier activities. In fact, introversion/extroversion is not necessarily about confidence, assertiveness or decisiveness. While there may be some relationship between extroversion and these traits, depending on the personality instrument you are using, being an extrovert does not necessarily mean you are assertive or confident (and vice versa).

So what do organisations risk missing out on? Well, by reducing the opportunity and downplaying the importance of individual contemplation, we are at risk of decreasing the contribution many people (introverts in particular) make towards solving difficult work issues and problems. Many creative practitioners argue we are more creative

For instance, research has demonstrated that senior leaders are much more likely to be extroverts and generally people feel that extroversion is a very important leadership trait.

The researchers argue that passive employees need energetic leaders to be energised and proactive employees need thoughtful leaders to give them the freedom to be innovative. Thus, while we recognise the value of ‘different leadership styles’ there is still a prevalent assumption that leaders must be extroverted to be successful and this is not always the case. So what does this mean for the workplace? Critically, we should broaden our thinking of what makes a great leader when it comes to recruiting or promoting. That means considering the group of employees that a particular leader will be managing and where they sit on the extroversion/introversion scale before matching the right introverted or extroverted leader to the leadership role.