Powerful Introvert: Personal Growth for Quiet Leaders (Greg Weinger)

We’re here to talk about being an introvert, our incredible strengths and the challenges we face in business. We’ll explore how society’s values and hidden assumptions favor extroverted leaders, and how that hurts us all. You’ll hear interviews with business leaders, experts in the field, and with people like you and me - just trying to make sense of this and improve our lives. Plus you’ll get practical advice for your career and personal wellbeing. 

So let’s dive in

I’m an introvert and I’m a tech executive with 20+ years working in software startups. It’s taken me a lot of work and personal growth to make my way as a leader, and to be clear - I don’t have all the answers. 

Working in tech, as you may guess, I know a few introverts. I’ve mentored quite a few, but it wasn’t until I started researching this topic that I realized how widespread introversion really was. Academic studies estimate up to 50% of the population qualify as introverts - though clearly there’s a spectrum. 

Even if you say 30% that’s a huge population that struggles with core aspects of their personality - things that in reality are their strengths. Introverts think, feel, and process information deeply - and yes, internally. They can be excellent listeners, collaborators, and strategic thinkers, and yes, public speakers. You’ll count Warren Buffett, Bill Gates, Mahatma Ghandi, Rosa Parks, Barack Obama, Marissa Mayer, and Abraham Lincoln among your Pantheon of introverted leaders. 

Introverts have massive untapped potential to offer in business, and that’s a world-changing opportunity. That’s more happiness, more productivity and economic gain - if we can just make more room for the quiet voices in the room. 

So what’s stopping us? 

The business world is still very confused about introverts. 

From our executive teams, to our boardrooms and business schools, we glorify the loud, outspoken, attention grabbing leader. Extroversion is still very much the ticket to get ahead in most places.

There must be some reasons for this. Maybe it’s that extroverts are actually smarter, or have some lock on the best ideas. Is that true in your experience? Psychology studies show most of us do think that’s true. They call this our extrovert bias. Does that mean maybe introverts are smarter? No. The best ideas are evenly distributed across the population regardless of how outspoken you are. 

This bias toward extroverted leaders means we’re stifling up to half of our best ideas. What is the wasted economic potential of losing half of your best ideas? Could you even measure it in trillions of dollars? And this is just setting aside the cost in human happiness. 

This is just one of the reasons I’m so fired up about this. 

Here’s my personal story, and why I’m doing this now

I’m an introverted leader, and frankly, until recently, I wasn’t fully able to admit that to myself. It seemed like a contradiction in terms. In truth, I’d been fighting this part of myself for decades.

I had internalized this cultural bias from an early age, through family experiences you may have had, being shamed for being quiet, or needing some space (“speak up”, “stand up straight”, “I can’t hear you”, or “stop being be so shy”), and these cues persisted in schools. By the time I reached the workforce, and advanced in my career, and became drawn to leadership, I saw my introversion as a deep flaw, something to eradicate, which - at my age, seemed increasingly unlikely. 

I was a walking mass of contradictions. In many ways I’m a typical introvert - I love writing, contemplation, meditation, working alone on a problem. But what I’ve come to value even more is collaborating with a team, leading teams, mentorship. I even enjoy public speaking. On the flip side, I hate networking, and I have a fairly short social battery with strangers. What the hell was wrong with me?

That’s when I came across Susan Cain’s work, her book Quiet and her famous TED talk. She was the first one to shine a light for me on the quiet power introverts have. And yes, introverts can be leaders. And I finally realized that what was flawed was our toxic one-size-fits all idea of leadership. 

Once I saw this, I couldn’t unsee it. I stopped being ashamed of these core aspects of my personality. Not only are there others like me, up to half of us are being stifled by cultural biases. It’s serving us worse and worse in this 21st century. The change is coming too fast. We’ll need all of us contributing if we hope to survive challenges like the climate crisis, and technological change. 

Some are calling the growing awareness about the topic the Quiet Revolution - but in my opinion, it’s not spreading fast enough. Cain published Quiet in 2013. This information has been around for over 10 years, but it wasn’t reaching me. So I hope to accelerate this coming shift in business culture by supporting the next generation of quiet aspiring leaders - that’s you - to step into their power. It’s what I wish my 30-year-old self could have heard. And my sons (the introverted one, in particular). 

Here’s what you can expect from Powerful Introvert.

When you sign up for my newsletter, you’ll get weekly updates with new ideas, practical tips, and research, as well as everything going on with Powerful Introvert.  

This includes:

* Interviews with

* Leading voices on introversion - writers, speakers, psychologists and academics at the forefront of the field 

* Leadership experts with practical career advice for aspiring leaders 

* Business leaders and industry veterans consciously creating more inclusive work environments

* Finally folks like you and me, sharing their experiences. We’re all learning about this together.

* Foundational topics like

* The history behind the Extrovert Myth

* The Strengths of Introverted Leaders

* Redefining Leadership 

* Overcoming Self-Doubt

* More Real-World Examples of Quiet Leaders

* Practical skills favoring introverts

* Leading with empathy

* Handling conflict

* Strategic thinking

* Networking 

* Public Speaking

* Overcoming challenges

* Silencing the inner critic - building self-confidence

* Navigating extroverted spaces

* Speaking up and finding your voice

* Managing burnout & protecting your energy

* Building trust as a leader

* Expanding the conversation - challenging business as a whole

* Inclusive leadership - making spaces for quiet voices

* Redefining leadership structures

* Remaking the workplace

* Norms for remote work 

I hope this sounds intriguing. 

Again sign up for my newsletter, and I’ll keep you posted. Thanks for listening.

In this first interview I speak with Jeff Cowan. We met 14 years ago at a local tech company where I was abruptly introduced to his team as their new manager. The team was cut out of the process and the news of my hiring, in Jeff's words, “was not universally well received.” This was my first stint as an engineering manager, and Jeff was really kind and helped me navigate some pretty choppy waters.

Jeff is an introvert and a very well-respected technical leader. We discuss:

* his journey as a technical leader

* the importance of self-awareness for introverts

* how we can take care of ourselves in high stimulus environments

* how the workplace has changed over the years

* we lament the demise of the private office

* and speculate if we're all just Guinea pigs in some architect’s, grand social experiment

I had a fantastic time talking to Jeff and I'm so appreciative of his being my first guest. Hope you enjoy the episode!

In this episode of Powerful Introvert we interview our first, live extrovert!

Greg Schramm, a Product Manager and owner of a small-batch coffee roaster Bud’s Coffee is a garrulous extrovert—testing ENTJ (J for Judgmental) on his Meyers-Briggs for years. But a career spent working with introverted engineers and listening to customers has so shaped his outlook, a recent test scored him ENTP (P for Prospecting). In other words, he traded his J attitude, pushing his own ideas first, for a more listening, collaborative P approach that makes room for everyone’s voice. This shift has made him more effective a work, and improved his personal life.

Schramm also shares his entertaining journey from high school, when a fateful parental discussion landed him in the Navy, some dramatic work lessons that highlight the best ways to motivate people, places where being an extrovert do help him, and his recent experience landing a tech job in this economy.

Tim Christensen has served as Chief Product Officer—the product and technology leader—at multiple software companies, driving hundreds of millions of dollars in revenue. To anyone who’s met him, he’s outspoken and anything but shy. “I’m often the loudest person in the room,” he says. Yet, he admits, “I almost never look forward to social gatherings.” Sound familiar? Sure enough, Tim consistently tests as an introvert on the Myers-Briggs assessment.

Tim sees limited value in labels like “introversion” but uses personality tests with his teams as tools for self-discovery. He believes they help people better understand and accept themselves. “The tests themselves are just different ways to help you understand who you are,” he explains. For example, they can reveal insights such as: “What triggers me? When do I get emotional? What drives my stress? Why do I procrastinate?”

Tim delivers outsized results by empowering his teams and helping people embrace their strengths. He seeks out individuals who are passionate about personal growth, life, and collaboration—those who are kind, empathetic, and team-oriented. While he doesn’t hire exclusively introverts, he prioritizes balance, ensuring each person plays their role in supporting the team. His leadership style is deeply rooted in authenticity—an approach he’s always found effective. “Also, I suck at faking it,” he adds.

While he recognizes that quick thinking—a skill he possesses—is highly valued in business leadership, Tim is intentionally pushing himself to be a slow thinker. He actively seeks input from the deep thinkers around him and creates space for thoughtful reflection whenever possible. Rather than relying on group brainstorming to generate ideas and solutions, he advocates a different approach. “Don’t do it,” he advises. “Write it down … let people think. That’s good for me. And it’s good for you.”

Let people think. That’s good for me. And it’s good for you.

When asked what drives him to keep pushing, Tim reflects, “Life is short. Who wants their gravestone to say, ‘I made a lot of money’?” Instead, he strives for something more meaningful. “I want to look back and be really proud. How can I be the best father possible? The best provider? What impact did I have? What’s the next thing I want to do to grow?”

His advice for quieter individuals looking to become better leaders is simple: “Find an advocate who appreciates you for who you are.” He cautions against staying in environments where a boss might try to force them into being someone they’re not. “Avoid potentially abusive relationships,” he advises. “Have someone who wants to embrace who you are.”

For Tim, being quiet is no disqualifier for leadership. “If you look at teams, sometimes you have the quiet leaders who are the captains, and sometimes you have the person jumping up and down on the sidelines. They’re both effective—they’re just different.”

He also emphasizes the importance of pursuing leadership for the right reasons. It’s not about thinking, I have great ideas, but rather about being “a great listener” and being driven to help others improve together. “If you’re driven by helping those around you,” he says, “find someone who will appreciate that, and you’ll blossom.”

I hope you all enjoy this interview as much as I did.

Coach Josh Wood is a powerful introvert: a fitness coach and TEDx speaker who guides his clients as far as they want to go, from their couches to the peaks of the Himalayas.

Based in Hobart, Tasmania, he coaches health and fitness worldwide, from tactical athletes like firefighters and police, to sports athletes, to normal professionals like me.

Though he’s certainly physically powerful—competing in powerlifting, Brazilian Jiu Jitzu and a certain strongman competition involving 80 kilo metal logs—his real influence comes from helping his clients build an unshakable self-confidence that propels them to achieving goals they never thought possible, one baby step at a time.

In this episode, we talk about it’s like to show up as an introvert in a profession where being an extrovert is the norm, and what it’s like to prepare for a TEDx talk. I couldn’t help asking about the “The Six Habits to Eat Like an Adult,” from his talk.

Regarding self-confidence he says,

" I think people generally have the wrong idea… I came at the tail end of the participation  award era where everybody got an award for everything they  did. [I was told to] just be confident. And that's not a real thing. You gain confidence by proving your competence to yourself.

He details the role of motivation and discipline in achieving difficult things—techniques that work no matter what your personality type.

Josh is a great guy making a very positive impact on the world. I hope you listen to his story and watch and share the TEDx talk!

To find out more about Josh, see:

* Strong For Life Coaching

* Instagram: @coachjoshwood

* Facebook: @coachjoshw

Ever wonder what goes into creating an amazing place to work? Does such a place even exist?

Chris Dyer has built one—and in this episode, he shares exactly how he did it.

From rethinking meetings to designing a culture that supports introverts, remote teams, and top performers, this conversation is packed with entertaining stories, practical tips, and some profound leadership advice.

Chris Dyer is a recognized expert on company culture, leadership, and remote work. As the former CEO of PeopleG2, he led thousands of employees while earning consistent recognition as one of the best places to work. Under his leadership, the company was also named to Inc. Magazine’s list of fastest-growing companies five times.

Today, Chris is a sought-after consultant and keynote speaker, ranked the #1 Leadership Speaker on Culture by Inc. Magazine. He helps organizations build high-performing, people-first cultures—especially in hybrid and remote environments.

What you’ll learn:

* Why culture must be built intentionally—it can’t be copied or willed into existence.

* The seven essential pillars of a great culture: transparency, positive leadership, learning from mistakes, celebrating uniqueness, listening, recognition, and intentionality.

* How weak cultures drain productivity, profits, and performance, and how strong ones amplify them.

* How to create clarity and reduce anxiety by defining behavioral norms and “how we operate here.”

* Why the most effective cultures set clear expectations for behavior—and how this encourages toxic people to opt out on their own.

* The powerful impact of designing better meetings, including Chris’ unique formats, including: Cockroach, Ostrich, and Tsunami planning meetings.

* How these meeting types empower employees, improve psychological safety, and accelerate learning—especially in hybrid and remote settings.

* How meeting structures like “How are you showing up?” and “How are you leaving?” foster team bonding and emotional support.

* Why introverts thrive in well-structured, asynchronous environments with psychological safety.

* Why real trust in leadership means being flexible on the small stuff—and unwavering on the big stuff.

* How leaders can transition from solving problems for their team to empowering them to solve problems on their own.

Some takeaways:

* Great culture doesn’t happen by accident—it starts with a deeply intentional vision from leadership.

* Culture isn’t just values on the wall; it’s the way people behave when no one’s watching.

* Transparent decision-making and clear boundaries eliminate manipulation, favoritism, and fear.

* Toxic people often self-select out of environments with clarity and consistency—they can’t operate in the light.

* Unique meeting types (like Cockroach and Ostrich meetings) give teams tools to quickly solve problems or learn new skills without unnecessary bureaucracy.

* Don’t let employees drown in email—embrace async tools like Slack and teach healthy communication norms.

* One of the simplest but most powerful questions: “How are you showing up today?”

* Leaders must show up when it matters—employees remember the moments you offer compassion, not control.

* Give your team autonomy. They’ll grow more from a small mistake they own than a perfect solution you hand them.

* Your job as a leader is to handle the hard stuff. Let your team handle the rest.

Where to find Chris Dyer:

* LinkedIn: https://www.linkedin.com/in/chrisdyer

* Website: https://www.chrisdyer.com

* TikTok & Instagram: @chrisdyerco

In this episode, we cover:

(00:00) How Chris came to wear such iconic glasses

(02:45) Why culture must be intentional

(05:20) The impact of great vs. poor cultures

(06:40) The seven pillars of great culture

(08:15) What “celebrating uniqueness” really means

(10:05) How to design a company’s operating environment

(13:00) How clear norms cause toxic people to opt out

(15:30) Birthday parties vs. barbecues: how defined norms reduce anxiety

(17:20) The problem with bloated meetings

(18:45) The Cockroach Meeting—empower employees to solve small problems fast

(22:30) The Ostrich Meeting—help employees learn new skills quickly

(25:20) How Chris enforced real time off—and deleted 1,000 emails in one click

(27:00) The Tiger Team Meeting—for high-stakes, high-intensity collaboration

(31:00) Moving all internal communication to Slack

(35:00) Public learning: how visibility creates shared knowledge

(36:00) The Tsunami Planning Meeting—drive innovation and equity in meetings

(38:45) Coaching over-talkers and drawing out quiet contributors

(43:00) How to run a “bonding moment”—“How are you showing up?”

(46:00) The leader always goes last—and must act if a team member is struggling

(49:00) Be rigid on big things, flexible on small ones

(51:00) Give your team ownership. Let them fail.

(53:00) The cultural transformation that saved Chris’s company during COVID

(54:30) Where to follow Chris and learn more