Leadership isn’t about being the loudest voice in the room — or the quietest one, for that matter. Yet, the debate over whether introverts or extroverts make better leaders comes up frequently. People love to categorize: introverts are deep thinkers, extroverts are natural motivators. But does that really determine leadership ability? Not quite.
It turns out, the best leaders aren’t just defined by personality traits. They’re defined by what drives them—and how well they understand the people they lead. Let’s break this down.
Do Introverts or Extroverts Make Better Leaders?
Short answer: neither. Some of history’s best leaders have been introverts, and some have been extroverts. The leadership game isn’t won by personality type alone.
Extroverts tend to be more visible, assertive, and comfortable in the spotlight. They’re natural at rallying the troops, making quick decisions, and embracing competition. That’s why traditional leadership models often highlight extroverted traits, but this mindset overlooks the fact that introverts bring just as much strength to leadership, just in a different way.
Introverts often take a more deliberate, strategic approach. They listen more, process deeply, and focus on creating stable systems. They might not be the loudest voice in the room, but they lead by example — think Derek Jeter or Wayne Gretzky in sports. Their teammates respected them not for their volume but for their consistency, calm decision-making, and ability to elevate those around them.
Both styles have their advantages and drawbacks. What really matters is whether the leader is motivated to lead in the first place.
Why Motivation Matters More Than Personality
Many leadership assessments focus on behavior—whether someone is outgoing or reserved, decisive or analytical.
When I first started out in HR, we only used behavior-based assessments, and we had a couple of archetypes of the “perfect” leader. We were so wrong.
Here’s what I’ve learned since then: behavior doesn’t decide or predict whether someone will be a good leader. If someone has zero interest in leading, no amount of charisma or strategic thinking will change the fact they’d rather do just about anything else.
Some people have the charismatic behavioral traits for leadership but don’t want the responsibility. Others may not fit the traditional leadership mold but thrive when given the chance.
This is where organizations get it wrong. They hire or promote leaders based on behavior or accolades, assuming an intelligent, competitive, and/or outspoken employee will make a great manager. Then that person gets into leadership, hates it, and either burns out or drives their team away.
The real question to ask when selecting a leader isn’t, “Are they an extrovert or introvert?” but rather, “Do they have the passion to lead others?”
How Do Introverts Lead Differently Than Extroverts?
While motivation is the foundation, behavior still plays a role in leadership style.
Introverted leaders:
- Listen more than they talk
- Think before they act
- Focus on structure and stability
- Lead by example rather than charisma
- Prefer one-on-one interactions over large groups
Extroverted leaders:
- Are more vocal and expressive
- Inspire and energize others
- Make quick decisions and embrace spontaneity
- Thrive in group settings
- Aren’t afraid of confrontation
Neither approach is superior, but they do come with trade-offs. Introverts can sometimes be too cautious, overanalyzing decisions instead of acting. Extroverts, on the other hand, might push forward too aggressively without enough input from their team.
The best leaders adjust.
The Best Leaders Adapt to Their Team
Leadership isn’t about enforcing your own style – if no one is willing to follow, you’re not actually leading. You’re just taking a very confident solo walk.
Instead, leadership is about understanding and adapting to the people you lead. If an extroverted leader manages a team of introverts, they need to listen more and slow down. If an introvert leads a team of highly competitive go-getters, they may need to be more outwardly motivational.
For example, I’m extroverted to the core. When I’m having a one-on-one with one of the introverts on my team, I have to adapt my leadership style. I have to look for cues I might be talking too much and overly dominating the conversation. I have to give that person time to think before expecting an answer.
In other words, it’s not about who the leader is or what their behavioral style may be. It’s so much more about how well the leader understands the people they’re leading.
Can an Introvert Learn to Be More Outgoing? Can an Extrovert Learn to Slow Down?
Absolutely. But it has to be genuine.
Great leaders don’t succeed by forcing themselves into a mold that doesn’t fit. An introvert trying to act like a high-energy, spotlight-loving extrovert will come off as artificial, and they’ll burn out from wearing a mask all the time.
The best leaders lean into their strengths instead of fighting them.
That doesn’t mean ignoring weaknesses, it means being aware of them and leveraging your team to fill the gaps. If an extroverted leader tends to dominate conversations, they can rely on a detail-oriented team member to bring in more perspectives. If an introverted leader isn’t naturally the loudest voice in the room, they can build influence through strong one-on-one relationships and structured decision-making.
The key isn’t changing who you are. It’s understanding your own style, owning it, and surrounding yourself with people who balance you out.
Choosing the Right Leader: The Bottom Line
So, should you pick an introvert or an extrovert for your next leadership role? Wrong question. The better question is: Does this person want to lead?
There are brilliant individual contributors who have no interest in leadership. And that’s okay. Not everyone is motivated by managing people, making tough calls, and carrying the weight of an organization. But for those who are motivated to lead, understanding their behavioral style helps them refine their approach.
The bottom line? Leadership isn’t about being an extrovert or an introvert. It’s about understanding what drives you — and knowing how to bring out the best in the people around you.
Here at The Metiss Group, we help leaders at small- to mid-sized businesses learn these essential leadership skills through The Leadership Essentials Playbook™. Through this program, leaders and their direct reports take multi-science behavioral assessments so they can understand how to leverage each others’ strengths and weaknesses.
Now that you understand the difference between introverts and extroverts in leadership, the next step is to learn tips for success when promoting a top performer into a leadership position.
