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Extroverts Leading Introverts: Where are the Disconnects and Pitfalls?

How Much of An Extrovert are You?

On a scale of 1 to 10, how would you rate your level of extroversion?

If you gave yourself an extrovert rating of 7 or higher…

You are more likely than most to experience conflict when interacting with the more introverted people in your workplace
To effectively lead these folks, you will be more effective by adapting your approach.

Notice I did not ask if you are or are not an extrovert. Extroversion and introversion are not binary traits. There are degrees or levels and different flavors of each. As with so many labels today, there is danger in using these terms indiscriminately. It’s more helpful to think of these concepts as continuums.

And these continuums are more insightful when we break down introversion and extroversion into the two categories (or flavors) below:

People

Tasks

So we have two flavors of extrovert:

Task Orientated Extroverts
People oriented Extroverts.

It is likely that you’re more of one than the other. Or neither could apply to you. By the way, introverts can also come in both people and task flavors.

Behavioral Continuum Case Study

The adjacent continuum graph shows an example of leader, Jane Sample. Based on Jane’s talent survey, she classifies as an extrovert in her approach to tasks. How so?

Her red bar shows a strong, direct approach to problems and challenges.
Her blue bar illustrates a moderate pioneering approach to procedures and constraints.

Her chart also categories her as a people orientated extrovert. How?

She has an above average outgoing approach while working as shown by the yellow bar.
She has a strong dynamic approach with her pace and consistency as shown by her green bar.

Jane Sample's Horzontal DISC Graph

Sample DISC Continuum Graph
Courtesy of TTI Success Insights

Based on the graph, it’s fair to categorize Jane as an extrovert with both tasks and people. But that one-word categorization doesn’t tell us some important nuances about her approach. For example:

Jane is more task orientated than people orientated
She is throttling back/adapting her outgoing approach in the workplace.
Her workplace pace is even faster than her natural style.

Potential Conflicts and Perceptions

Jane's Perceptions

Jane generally perceives herself as being as a pioneering, assertive, competitive. confident, positive winner.

However Jane’s more people orientated and task orientated introverted co-workers likely have much different perspectives and perceptions.

Other's Perceptions

**Under moderate pressure, tension, stress or fatigue, others may see her as being:**

Demanding
Nervy
Egotistical
Aggressive

**Under extreme pressure, stress or fatigue, others may see Jane as being:**

Abrasive
Controlling
Arbitrary
Opinionated

Are we talking about the same person? How are such diverse perceptions possible?

While Jane’s assertive, fast paced style works well with those wired like her, people with more introverted styles, from both a task and people perspective, can find her difficult to work with as the perceptions above reveal. Productivity and collaboration can suffer when stress misunderstanding prevails. How do these perceptions effect Jane’s ability to lead?

What's An Extroverted Leader To Do?

I have two recommendations for helping Jane to lead more effectively: awareness and empathy. She needs to understand how and where her approach is not playing with her audience of co-workers. And understand the emotions that her approach can be stirring up in her followers. Armed with those insights, she can more effectively read the room and adapt her approach as situations dictate.

Jane would benefit from:

Identifying the slower paced, detail orientated members of her team.
Appreciating the value of their more thoughtful, analytic approach. They are especially valuable when complex issues need to be addressed and when her ready-fire-aim approach creates more risk.
Seek out their input with a methodical, empathetic, patient approach that respects their need for processing time.

What About Introverts Leading Extroverts?

For the sake of brevity...

These are merely quick tips offered here as a sampling of a example profile. This is a surface level treatment of a detailed topic. Your scenario will certainly be different than Jane’s. There’s value in taking a more personal, deeper dive that happens with coaching. It paves the path for self discovery, self awareness and self-regulation. And for your ongoing leadership development.

Footnote on DISC Insights

The new continuum graph used in the case study is new innovation by our assessment partner, TTI Success Insights. They have turned DISC on its side for added insight into workplace behaviors. The continuum approach helps to avoid unproductive discussion about highs and lows with the four DISC categories.

Are you curious about what your Behavior Continuum looks like? If you take the Working From Home survey, your free report will be emailed to you directly. This report was the first to use the horizontal DISC graph. And it’s still complimentary.

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Extroverts Leading Introverts: Where are the Disconnects and Pitfalls?