What if your quietest team member is holding your brightest idea—unspoken?
When I was younger, I was constantly encouraged—by teachers, colleagues, and even well-meaning mentors—to "speak up more" or "be more outgoing." I thought something was off about me… until one simple moment changed my life.
In a 1:1, I told my manager, “I’m just shy.”
She replied: “You’re not shy—you’re an introvert.”
That sentence unlocked a deeper understanding of myself and reshaped how I lead today.
And I’m not alone.
Susan Cain’s groundbreaking book Quiet revealed how society and the corporate world are structured around the Extrovert Ideal—praising charisma, fast talk, and constant visibility, while unintentionally sidelining those with quieter, more reflective strengths.
But here’s the truth:
~ 35% of people identify as introverts
~ 40% are ambiverts (flexing between the two)
Only ~ 25% are true extroverts
And yet, extroverts dominate leadership positions—making up over 90% of executives in many companies. That’s a problem.
This week, let’s focus on the Adaptive Intelligence element of my Fit to Lead framework—and what it means to lead in a way that recognizes, honors, and balances all personality styles on your team.
Lead people as they are, not as you expect them to be.
Why This Matters
If you lead only for the loudest voices in the room, you miss the deep thinkers sitting quietly on the sidelines—many of whom are brimming with insight, strategy, and creativity.
Here’s what the research (and Cain’s work) reminds us:
Introverts prefer depth over breadth, reflection over reaction.
They thrive in low-stimulation environments and need solitude to recharge.
They often express themselves more clearly in writing and excel in focused, independent work.
But most workplace cultures reward rapid-fire decision-making, open floor plans, and constant collaboration—structures designed for extroverts.
This mismatch doesn’t just silence introverts—it undermines your team’s full potential.
💡 Adaptive leaders understand that there’s no single right personality. Great leadership involves flexing your approach, recognizing unique strengths, and supporting every team member to thrive—publicly or quietly, vocally or reflectively.
Common Challenges
Leaders often unintentionally overlook introverts by:
Equating visibility with value
Rewarding only those who speak up in meetings
Offering public recognition without considering preference
Assuming quiet equals disengaged
These behaviors create inequity in how contributions are seen and rewarded, and over time, they can cause your most thoughtful team members to withdraw.
Try This Instead - 3 Ways to Lead All Personality Types
Understand Your Team’s Wiring
Take time to know how your team members prefer to communicate, contribute, and be recognized. Use personality assessments, 1:1s, or reflection prompts.
→ “Do you prefer brainstorming in writing or live discussions? How do you like to receive feedback?”Balance the Spotlight
Design meetings and systems that allow both spontaneous speakers and reflective thinkers to shine.
→ Share agendas in advance, provide written input options, and praise privately and publicly.Champion Restorative Niches
Encourage autonomy and downtime as legitimate work practices. Recognize that productivity can look different across personalities.
→ Let your team know: “Your quiet time is valuable—use it to focus, think, and recharge.”
Small shifts in how you see your team can unlock big results.
You don’t need to change who your team members are. You need to see them fully.
When leaders practice adaptive intelligence, they stop favoring one style over another and start unlocking the full power of diversity—of mind, energy, and expression.
Fit to Lead isn’t about creating clones. It’s about developing humans.
So here’s your challenge this week: Look beyond volume | Lead with intention | Create space for every voice—including the quiet ones.
You may be surprised where your next best idea comes from.