Introverted Leaders as Part of the Leadership Team: Impact Through Actions, Not Titles
Actions are just as impactful as words for
Introverted Leaders
The spotlight is not a place I've ever aspired to inhabit. As an introvert, I've always been happy to do my thing in the background. Being part of a leadership team was never in my plans, so it was eye-opening when I realized we're all silent leaders, whether we intend it or not. And hooray for that because introvert leaders have much to offer.
Perhaps you're like me, and you prefer to avoid attention. Or, maybe you've always wanted to make your mark on the world, but felt your introverted nature made success in a formal leadership position unrealistic.
Either way, I'd like to offer an insight. Being an introvert does not disqualify you from leadership. Your ability to be an effective leader with influence and impact is not defined by how outgoing you are or the string of initials after your name. You needn't be a "born" leader.
What makes an effective leader is your mindset, actions, and how you show up for others.
You can master the art of quiet influence and make your mark on the world.
How do I know? You're already a part of the leadership team, whether at home, in your community, or at work.
Why Introverts Are Critical to the Leadership Team
To be clear, I'm using the term "leadership team" loosely here. None of us lives in a silo. We're all interconnected and dependent on one another to some degree.
Knowing the degree to which we influence each other, it's critical to recognize that leadership isn't just reserved for boardrooms and C-suites. In healthcare, if you're affecting the quality of patient care in any way, you're part of the leadership team. Period.
With that out of the way, let's look at what's needed for an effective leadership team.
An effective leadership team is built upon a shared vision and mutual goals. Ideally, its members have skills and expertise that complement, not compete, with each other. More importantly, its members foster open, respectful communication that creates safety for individuals to share ideas and opinions. This environment allows for efficient and effective decision-making with shared accountability. Finally, an effective leadership team knows how to address conflicts in a way that allows for growth and focuses on solutions.
Nowhere in this description is a requirement to be outspoken, overly assertive, or in a position of dominance.
Introverts bring vital attributes to any leadership team.
Introverts' tendency toward deep thinking and thoughtful analysis are indispensable for effective decision-making, and their ability to remain highly focused allows them to keep their team aligned with its vision and goals. Introverts also often possess high degrees of empathy and a desire to connect deeply with others, contributing to strong communication skills and openness to others' opinions during conflict resolution.
A successful leadership team, no matter the setting, benefits from the many valuable qualities introverts have to offer.
Silent Leadership and Quiet Leadership
If you're still not convinced that leadership is for you - that you are, in fact already a leader - let's explore a bit further.
You don't need to be front and center, nor have a high rank, to be an impactful introvert leader. Your integrity and thoughtfulness can lead the way as an introverted leader.
Consider the designations of silent leadership and quiet leadership and how you can create impact and influence in a way that feels good to you.
Silent Leadership
A silent leader may not stand out or receive accolades for their efforts but don't be tricked into thinking their contribution isn't valuable.
The current of silent leadership is often a hum in the background. Silent leaders frequently avoid the limelight and shy away from being highly visible. Their influence often goes unnoticed. Unless you pay close attention, you may not recognize them as leaders.
Silent leaders are often introverts who exert subtle authority through the energy they bring to the situation and their ability to influence and encourage others through their actions.
Imagine…
▶the nurse who treats each patient with respect and patience and imbues that sense of care to his trainees.
▶the pharmacists, physician assistants, and physicians who openly and enthusiastically communicate with each other on rounds and inspire meaningful collaboration and the sense that every team member matters.
▶the seasoned healthcare professional who, by enforcing her boundaries, encourages and gives permission to younger group members to do the same.
No words of grandeur are spoken. No overt direction is given.
Silent leaders advocate, inspire, and empower through their actions and presence. Silent leadership is leading by example.
Whether acting in alignment with your values, being conscientious about your actions, or supporting others, an introverted leader can create a positive ripple effect by honoring their natural tendencies and showing up authentically.
Quiet Leadership
Quiet leaders show up in many of the same ways silent leaders do. They also recognize the value of their experience and have a desire to lead more formally.
Although all quiet leaders aren't necessarily introverts, introverted leaders excel in this highly desirable leadership style.
So, what does quiet leadership look and feel like? A quiet leader's approach to leadership is grounded in thoughtfulness, regard for others, and desire to serve in the best interest of all rather than gaining personal accolades.
Compare the approach of a quiet leader to the innate strengths of introverts and I hope you'll quickly see why introverts make great leaders.
Leading by Example: Quiet leaders create credibility and influence by showing up with consistency, integrity, and humility. They understand action is more powerful and empowering than words when establishing effective leadership.
Deploying Empathy and Emotional Awareness: Quiet leadership benefits from the emotional attunement that introverts often possess. Introverted leaders know that effective leadership is more than achieving the goal. It's also about considering the emotional well-being of those involved.
Listening Deeply and Communicating Thoughtfully: Introverts and quiet leaders listen to understand. Because they listen first, they consider the impact of their words and speak with intention and purpose. They don't need to dominate the conversation but speak up when they have something meaningful to share.
Drawing Insightful Conclusions: Introverted leaders naturally observe, gather information, and analyze before making decisions. This approach helps keep the leadership team on track for long-term goals. It also helps facilitate a sense of calm in high-pressure situations as it decreases reactive decision-making.
Using Self-Reflection to Engage Authentically: Quiet leaders and introverts are often introspective, recognize the need to manage their energy, and are willing to learn from their mistakes. They're likely to stay in integrity with their values and lead with authenticity and vulnerability, creating safety and comfort for those they lead.
Quiet leadership is a prized asset in healthcare, in which complex, nuanced situations require a values-driven approach that allows for trust, respect, and emotional safety.
Overcoming the Fear of Stepping into Quiet Leadership
Hopefully, by now, you recognize that leadership is a series of actions, not something designated by title to a privileged few. You can be an introverted leader no matter your role in healthcare.
What happens when you're ready to step out of the relative shadows of silent leadership and play a more defined leadership role?
Anytime you consider stepping outside your comfort zone, it's normal to experience fear of visibility or judgment, especially as an introvert. You may also feel awkward about stepping into the introverted leader identity.
So, make it simple.
Once you've decided to step into a more prominent leadership role, start small and work your way up to larger projects. As I've already demonstrated, you can be an effective leader without being in the spotlight. Actively seek out areas where you want to create impact and consider the subtle shifts needed to effect change. Then, get started.
Though seeking accolades isn't likely your priority as an introverted leader, take some of the pressure off and focus more on personal satisfaction in the beginning. You must first recognize and believe in the value you bring before others notice.
When you intentionally lead and create evidence of your success over time, your confidence will grow, and you'll also learn more about your strengths as an introverted leader.
Start owning your leadership identity now. Regularly reflect on the positive impact you have on your family, patients, and colleagues. Get comfortable celebrating your successes and sharing them with others. Be ready to accept recognition when it comes and to advocate for yourself when it doesn't.
Stepping into the identity of an introverted leader may not happen overnight, but it's definitely within reach if you have the drive and a willingness to expand your comfort zone.
You're Already an Introverted Leader, Now Own It
Whether you've desired to be part of the leadership team or not, I hope you appreciate the vital role you play in the healthcare community.
Take a minute to recognize and celebrate the many ways you show up as an influential leader for those around you.
If you're ready for something more, this is your call to start exploring how to use your existing talents to become the type of leader you want to be.
You have what it takes to make your mark in the way that feels best to you. Embrace your strengths, acknowledge that your authenticity is needed, and let yourself be powerful in your own unique way.
Charity is a physician and burnout coach helping introverts in healthcare escape feelings of apathy, irritability, and resentment brought on by the increasing demands and decreasing rewards of medicine.
She uses her 20 years of experience in clinical medicine combined with coaching to help introverts discover ways to be diligent, thoughtful clinicians while prioritizing their needs and protecting their energy. She wants you to know you don’t have to feel guilty for wanting a thriving life inside and outside of medicine.