Workplaces need all personality types to function well. Some people may be more extroverted while others are more introverted. If you consider yourself an introvert, don’t let your quiet demeanor stop you from applying for leadership roles. And if you already lead a team, there are some ways you can use your introverted qualities to your benefit.

Ben Brearley, MBA, a certified leadership coach, says that being loud doesn’t always equal great leadership. In this issue of PromoPro Daily, we outline his thoughts on how quiet leaders can lead more effectively.

Flex when you need to. Most quieter people know when they should flex to the extrovert side and when they can remain true to their more subdued nature, Brearley says. This requires understanding your core values and goals. When something comprises your values or goals, you can adjust to a more outspoken style. He advises picking your battles and being intentional about when you choose to embrace a more extroverted approach.

Protect your downtime. Leaders who feel they’re more introverted typically need some quiet time to recharge after they have been in extrovert mode for some time. Consider closing your office door or booking a meeting room to work quietly for 30 minutes. Another idea, Brearley suggests, is booking a 10-minute walk after lunch every day. Whatever form of downtime you choose, protect it.

Build team time into your week. Quiet leaders may benefit from using a process to be more extroverted. Instead of constantly stepping out of your comfort zone to be more outspoken, build it into your workweek. For example, you may have a standing weekly meeting to keep the communication lines open with your team. You may be tempted to work peacefully on your own, Brearley says, but structured team time can help you open yourself up to more engagement.

Celebrate your strengths. People who are naturally more outgoing may earn labels like “charismatic” or “charming.” Brearley says quiet leaders may feel intimidated by these characteristics. However, it’s important to remember all the strengths of the quiet leader. For example, people who display more introverted characteristics may be more empathetic, observant and understanding of other viewpoints.

If you’re on the quieter side, don’t feel compelled to change your leadership style. Instead, remember the value you bring and know that teams need people with both introverted and extroverted qualities to thrive.

Compiled by Audrey Sellers

Source: Ben Brearley, MBA is a certified leadership coach, trainer and facilitator with nearly two decades of management and consulting experience.