What type of person is an extrovert? At the least, we must know this before going deep into the main topic of the day which is “Extrovert Leadership”. An extrovert is oftentimes seen as a friendly person who enjoys talking to and engaging other people. Extroverts are energetic people who enjoy being surrounded or being around people. They are the talkative type, hilarious, funny, sociable, friendly, enthusiastic, out-going, and action-packed people. Extroverts as said in the last statement are outgoing people who thrive in dynamic environments and seek to maximize social engagement. They are friendly, enjoy being around people, and in most cases make friends easily. Extroverts are often described as the life of the party; their vibrant and lively nature draws people to them and most people also enjoy being around them.

              After all, has been said, we have a clue about what extrovert leadership means. Extrovert leadership involves motivating in a bold and obvious manner. The extrovert leadership style relies on engaging people (followers) and then carrying them along in every plan with obvious and visible actions. It is often seen in different workplaces; extrovert leadership uses lively and a more approachable style to motivate people. In the business world, extrovert leadership thrives the most because they can deliver with confidence and represent themselves in a likable manner. When defending or pitching for a contract, the companies with the best delivery have an upper hand. Extrovert leadership push leaders to be more goal-oriented and work out solutions to problems in a bold manner. They are these types of people who believe in talking out problems, they believe in settling issues while both parties meet to talk it out. Extroverted leadership involves commanding the center of attention, assertive, dominant, and bold.

              Extrovert leadership gives a clear authority structure and direction to a company. The leader is straightforward and direct, the goals are clear and the plans are open. Very often, followers under an extrovert get the work done faster than an introvert. Although introverts might be good and thrive well in planning, the execution is for the extroverts. Extroverts can steal the hearts of many and deliver when it matters. They are loud and their directions and will are straightforward. If we look into the world of leaders today, research has it that only about 40% of the leaders we have today are introverts while the rest of the 60% are extroverts.

What are Extrovert Leadership Traits?

              Looking at the existing leadership structure worldwide, extroverts stand a better chance of becoming leaders in various sets. In a study carried out by some experts, extroverts enjoy a distinct advantage in four major categories, which are:

  1. Emotional
  2. Interpersonal
  3. Motivational
  4. Performance-related


Extroverts have strong emotions; they can easily let go of misunderstanding and then move on as if nothing had happened. With strong emotions, they can set aside differences just for the sake of the goals.

Interpersonal: Extroverts have strong interpersonal relationships with people. They can easily relate with people and lift their souls when they are down. This is one of their most attractive traits, they often lift the souls of many and people like to work for them.

Extrovert Leadership


They easily motivate people around them; they appear with no worries at all. It is very easy for extroverts to build other people’s morale through talking and making them lively. They are considered as no worries, no sorrow type of people. In workplaces when morale is down, extroverts are seeing showing positive vibes just to make the work faster and effective.


Extroverts have an edge performance-related; they are seen everywhere and are not shy of putting in their energy to make work move faster.

These four categories appear to be the leading edge in extrovert leadership. The happier the workers get, the more effective and productive they become. When workers find their boss lively and approachable, they work with a free mind and do not harbor any displeasure. Extrovert leadership creates a good and happy working environment for the workers. Since extroverts enjoy being around people, they easily gel and adapt to different environments.

Also, as an extrovert, it is easy to switch to an introvert as the case may want it but it is not easy for an introvert to switch easily to being an extrovert. With their great interpersonal relationship and motivational ability, they tend to get better results even in a tedious and adverse working environment. It is important to note that, leadership is dynamic and this means that both extroverts and introverts can make better leaders.

If an extrovert leader is placed among outspoken and loud workers, this may cause friction and strained relationships among both parties and this is where introvert leadership thrives more.

Difference between Extrovert leadership and Introvert Leadership.

Normally, we are inclined to know that men and women who are outspoken, loud, dominant, jovial, etc make the best of leaders but that is not ultimately true. Although leaders are expected to be outspoken and directive, introverted leadership can be more effective than extrovert leadership in certain conditions.

The determining factor is who the followers are; the pairing factor is what determines if extrovert leadership will be more effective or introvert leadership. This is better explained as a Simple inverse relationship. When employees are proactive, introverted leadership thrives and when employees are less proactive, extrovert leadership thrives more.

Extrovert leadership in most cases is the center of attention, ideas, and motivation, when they are paired with proactive workers, it could hamper the growth and success of the group. In this case, an introvert who is more likely to listen carefully to their suggestions is preferred.

Before assigning a leader to some set or group of workers, it is very important that the general planning committee of the board of directors look inward into those workers and decide what type of leader fits them. The personality conflict can lead to a struggle in power within an organization and can also pitch the employees against their bosses.

For instance, in a company with a flat hierarchy (every employee is leveled based on qualification and position occupied), when leaders are just promoted from their peer level, the leader might be undecided on what approach suits the workers best with him or her now as the leader. If he or she settles for an extrovert leadership approach, there might be an uproar among other workers that such person is feeling himself and only wants to use people and also if he or she settles for an introvert leadership approach, there might also be rumors of such person being proud or bossy.

Extrovert Leadership

While extrovert leadership tends to delegate assignments and responsibilities, introvert leadership gets more involved in the work by planning the best possible measures to take. Extrovert leadership is quicker in decision making but introvert leadership makes the better decisions. In places where the workers are proactive, the delegation of roles and responsibilities without getting involved will not produce the best results.

It is advisable that the general planning committee or the board members of the company actively seek feedbacks and attend to them with great awareness. By doing this, workers will be active and happy. Extrovert leadership is successful when managing people who like to follow, such a leader can inspire people with vision and motivate with their great oratory skills. They are likely to have an extensive network of friends and partners due to their interpersonal ability.

Although, as a good leader, you are expected to be able to manage different types of workers. To be a good leader, you need emotional intelligence to be able to read and understand individual workers and use different approaches to motivate and inspire different people. You must also work on your weakness as a leader and then strengthen them to become a better leader. A good leader is not streamlined to one leadership skill, you will need to work on yourself and learn new skills that don’t come naturally.

Good Traits All Leaders Must Have

  1. ABILITY TO MOTIVATE OTHERS: A leader must be able to motivate and inspire others irrespective of religion, beliefs, acceptance, or way of life. What is a leader without motivation? If a leader lacks the motivating power, they are often seen as a figurehead.
  2. POWER OF LISTENING: Leaders need to listen to those voices around them. Nobody is an island of knowledge; leaders can learn, adjust and improve with the help of those voices. By listening, leaders can grow their expertise, there is nothing wrong with leaders silently learning from their followers (s).
  3. CREATIVITY: A good leader must be creative. Successful leaders are always flexible when making decisions and also give chances for changes. Creativity gives a leader an edge and not pragmatic in their approach to solving issues.
  4. GOOD DECISION MAKING: Leaders are expected to have good decision-making skills. This attribute is often put to test when the group or company is facing a crisis and a decision must be made to save them. This requires courage, which means that leaders need to be courageous.
  5. FLEXIBILITY: Leaders must be flexible and easy to adapt to new surroundings and environments. Flexible leaders exhibit better leadership and managerial skills in an organization. You don’t have to take the lead at all times, you can take the backseat role and things will still fall in place.
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