The Introverted Leader: How Quiet Leaders Shape Culture and Performance

Have you ever mistaken silence for disengagement? Or overlooked the quiet achiever in your team, assuming they lacked leadership potential? The truth is almost half of the workforce identifies as introverts, and they bring extraordinary strengths when given the right environment.

In my latest conversation with Dr Jennifer Kahnweiler, one of the world’s leading experts on introverts in the workplace, we explored why introverted leaders matter – and how clubs, hospitality venues, and organisations everywhere can start valuing quiet strength.

Introverts Aren’t Broken - They’re Your Secret Weapon

Jennifer’s story began at home, marrying her husband Bill, a classic introvert to her extrovert. What started as a clash of personalities became a lifelong passion: proving that introverts are not only capable leaders, but often the most impactful ones.

Her research revealed four strengths that introverted leaders excel at:

• Preparation: Introverts do the homework - from meetings to member engagement.
• Presence: They listen deeply and stay calm under pressure.
• Push: They step outside their comfort zones in intentional ways.
• Practice: They refine their skills consistently.

In hospitality and registered clubs, these skills translate into better guest experiences, stronger teams, and more resilient workplaces.

What Clubs Can Learn From the “Introvert Revolution”

During our chat, Jennifer reminded me of countless stories where introverts felt sidelined: the manager ignored in meetings, the frontline team member forced to perform without time to recharge, the employee who never got promoted because they didn’t “speak up fast enough”.

But when leaders adapt, the results are powerful:

• Giving agendas in advance so introverts can prepare.
• Allowing time for reflection before rushing to decisions.
• Encouraging personalisation (even small touches like remembering a guest’s name).

These aren’t just leadership tactics, they’re retention strategies. In a sector facing staff burnout, generational clashes, and rising member expectations, ignoring introverts is no longer an option.

Imagine if your club could tap into the listening power, empathy, and steadiness of your quieter team members. That’s culture change worth investing in.

Building an Introvert-Friendly Workplace

Jennifer and I agreed: being introvert-friendly isn’t about changing personalities. It’s about building systems and cultures that let every style thrive.

For CEOs and boards, this means:

• Recognising introverted managers and spotlighting their leadership.
• Training senior leaders to adapt communication styles.
• Encouraging self-awareness and transparency at all levels.

And for middle managers (my favourite group to champion), it’s about learning to leverage differences rather than suppress them.

As Jennifer said: “Quiet leaders don’t need to become extroverts. They need to amplify their strengths”.

💡 Want to learn more? Watch the full video below or listen to the podcast episode.

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If you’re leading a team in the registered clubs or hospitality industry, here’s your takeaway: introverts aren’t holding your culture back - neglecting them is.

That’s why I created Middle Management Movement: to build confident, future-ready managers who understand their teams – introverts, extroverts, and everyone in between.

Learn more about Middle Management Movement HERE

Resources

• Jennifer Kahnweiler’s book: The Introverted Leader - https://jenniferkahnweiler.com/best-introvert-book/
• Jennifer’s podcast: The Introvert Ally - https://jenniferkahnweiler.com/podcasts/