Quiet Strength: Leading Like an Introvert

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Listen to this week’s podcast episode, Ep.175: Why Introverts Make Great Leaders, and How You Can Do It Too, with Stacey Chazin, using the player below, or click here.

Know Your Settings Before You Change Them

Stacey Chazin doesn’t believe introverts need to ‘fix’ themselves. Instead, she helps them lean into what’s already working, and that starts with one key idea: “Once you’re an introvert, you’re an introvert for life.” But how that shows up at work? That’s flexible.

Many introverts don’t even realise that what makes them great is the same stuff they’re often told to hide, Stacey says introverts are often strategic thinkers, empathetic, great writers, and strong at analysis. But what they get told is, “Speak up more,” or “Be more outgoing.” (I know that feel, and it can be sooooooo frustrating!).

Stacey speaks from experience here too, during our conversation she shared how her early PR career was a mismatch, enjoying the writing and strategy side but hating the cold calls. After a long stretch of not feeling like herself at work, she took a Myers-Briggs test, which helped her understand she wasn’t broken; she was just wired differently. This set Stacey down the path of being more curious about what makes her tick.

For new leaders or first-time managers, that’s a major lesson: there’s no one, single mold you need to fit, anymore than there is one single method of leading while no other approach will work. Leadership isn’t one shape or even a fixed concept. It’s about knowing yourself, figuring out how to show up in a way that’s real, not forced, and being open to constant evolution.

Meetings Aren’t Just for the Loudest Voice

Another example, which has come up before (see also Ep.65 with Tom Cleary), was the way introverts don’t always jump into meetings, but while that may be true, it doesn’t mean they have nothing to say or contribute. Stacey explains this is one of the biggest leadership gaps, the way you show up in a meeting can be a proxy for your leadership. And if your ideas never get airtime, people stop seeing you as leadership material.

Her advice? Make the meeting work for you. That could mean:

• Asking for agendas in advance

• Sending your input in writing

• Following up with ideas after the meeting

If you manage others, don’t expect quickfire feedback or on-the-spot answers from every team member. Offer different ways to contribute. Ask for input ahead of time. Give time after the meeting for extra thoughts. And don’t assume silence means agreement. Recognise the individual and the context, and be flexible/adaptable to give all the chance to collaborate & contribute in the way they do best.

Rest Is Not Optional

Introverts burnout fast in busy environments, especially if the schedule is packed with back-to-back meetings. Stacey recommends building buffer time into your calendar. Even 10–15 minutes to regroup between calls can make a huge difference. And to be fair, in the modern digital age, this is good advice for everyone; not just for introverts!

You also don’t need to use the word ‘introvert’ to explain all of this, as we’ve seen, there’s still a stigma attached to that word in the minds of many an extrovert. Stacey suggests simply sharing what you need to work well. For example:

• “I do my best thinking when I have time to prepare”

• “I’d prefer to send my ideas in writing”

• “I need solo time to recharge between calls”

If you’re leading others, encourage everyone to share what helps them do their best work. One simple round-table (or email!) question at the start of a new project can change how a team functions:

“What’s one thing this group should know about how you work best?”

What Managers Miss About Introverts

Introverts often worry that if they aren’t constantly visible, people won’t see their value. And sadly, that fear isn’t wrong. When you're not speaking up... people have a much harder time recognizing your leadership potential.

That means managers need to go looking for what’s already working. Don’t just reward the loudest ideas in the room. Notice who sends thoughtful notes, who quietly helps others, who solves problems behind the scenes.

Also, don’t wait for performance reviews. Introverted team members are less likely to self-promote. So tell them what you appreciate, tell them where they’re adding value.

Be specific.

Do it often.

You Can’t Be Everything, and You Don’t Need To

Stacey says the biggest leadership lesson she’s learned is simple, and it’s a great quote (which is why it headed this newsletter!):

“You need to lean into your strengths and not pretend to be something you're not.”

She learned to stop trying to become spontaneous, outspoken, and wildly creative, because that’s not who she is. Instead, she surrounds herself with people who have those strengths. She brings the empathy, the structure, and the long-term vision.

One of her favourite ideas comes from a Harvard article called In Praise of the Incomplete Leader. It says no one person has every trait you need to lead a business. And if we set aside all of the myths of entrepreneur life, of CEO-culture, and the 5am club etc., and really think about it, then of course that’s no possible. Or, at best, extremely unlikely.

Which means, you don’t have to fake it. Just know your gaps and build the team around you.

A Leadership Model Worth Copying

When asked about her best experience of being led, Stacey named a former manager who listened, noticed, and gave support based on what each person needed. “She recognised what I needed to do my best work,” Stacey said. That manager didn’t lead from the front. She led with care and awareness. And years later, they still work together.

That’s what real leadership looks like. It’s not loud. It’s not fast. It’s not about being the bossiest voice in the room.

It’s about helping people do their best work in ways that work for them. And one of the greatest testaments to success in leadership has to be the longevity of the relationships with your colleagues and followers.

Want help building that kind of team, or leading yourself without pretending to be someone you’re not? You can listen to the full episode with Stacey Chazin on Leading with Integrity (Ep.175). And check out her free introvert-friendly resources at ifactorleadership.com.

And remember: Leadership isn’t one size fits all. It starts with knowing what fits you.

Closing Thoughts, Next Steps, And so on….

Once again, here’s the link to this week’s episode, thanks for reading and I’ll be back next week with a personal story of mental fitness, burnout, recovery, and leadership with my next guest Raj Soren.

Until then: Be a Leader, Not a Boss!

- David

In case you don’t know me that well, I’m David Hatch and I’m here to help new managers and first-time founders with their leadership skills, so they can become leaders not bosses, lead with integrity, and build happier, higher performing teams, more effective organisations, and, ultimately: successful businesses.

If you’d like to join Integrity Leaders, my online leadership community (solopreneurs also welcome 😉) and participate in live member-only workshops, events, and access an ever growing list of leadership resources as well as get early access to podcast episodes, you can be part of it now. If you want to learn more about leadership and have a healthy love of sci-fi and fantasy, this is the place for you. Here’s the link:
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