Extrovert leaders can be highly effective when members of the team are ideal

followers. Being around people gives them assertiveness. Extroverts’ vision and
positive energy gives members a direction.

Introverts leaders can be highly effective in bringing out the best in others and building
relationships and trust one-on-one. They prefer problem-solving through deep
reflection and internal analysis. They need time to formulate their thoughts, to build up
the courage to share them with the rest of the team members. This encourages
extroverts to listen, reflect, and be open to perspectives of their peers. However,
introverts carry an extra burden at workplace – a stigma that they can never be a
successful leader.

Leadership is not about whether one is an extrovert leader or an introvert leader. It’s
about vision, passion, and belief in the vision. Organizations favour logical and
decisive behaviour in leadership. Extroversion and introversion are preferences, both
bring strengths and weakness to the table. The downside sometimes can be that
extroverts can become too chameleon-like in their efforts to please others, or too
absorbed to lead a group. While, introverts can become too isolated and internalized.

There’s an implicit cultural axiom that extroverts make better leaders, causing
managers to often feel concerned with the effect of their personality on leadership.

So who, really, makes a better leader—the introvert or the extrovert?

The answer is neither. But asking the question raises tactical questions about the
ways the innate personality influence leadership.
Any personality type—introvert, extrovert, ambivert, or any other vert on the
continuum—can be a capable and effective leader. Leadership success does not
depend on personality. But personality does have a lot to do with the leadership
approach. As a manager, it’s important to understand the personality—both its
advantages and its disadvantages—so one can leverage it to become a better
leader.

There’s no single right way to lead a team, and introversion or extroversion doesn’t
make or break the leadership potential. What does matter is how a person responds
to his personality type. Playing to strengths and responding to weaknesses will help
one become a leader a team can look up to.