How can both introverts and extroverts be successful leaders when they are seen as opposites? The answer is that a good leader is not determined by their personality style, but rather by how they use their personality in various situations. It is essential for leaders to know themselves. People who are, or aspiring to be, leaders, need a solid understanding of their strengths and challenges. Assessments such as the Everything DiSC Profile allows potential leaders to gain a better understanding of how they prefer to work, AND, how to interact with and impact others who work differently. It is important to look at with whom these leaders are working. An extrovert may be better suited to lead teams that are more “people-focused” like sales or marketing. An introvert may be a better fit to lead “task-focused” teams like finance or technology. Another strength of introverts as leaders is their active listening, which fosters better understanding and collaboration. Technology benefits introverts when working with remote teams. While an introvert may feel uncomfortable asking a question in person, writing a text or email feels easier. An extrovert’s strength is their ability to adapt and keep moving when things don’t go right. They exude confidence in both themselves and others. However, this comes with the caveat of sometimes being viewed as more impulsive, being overly optimistic and/or not researching or thinking things through. Introverts have a natural attraction for reflection, research, and thinking things through before acting. They take time to make decisions because they want all the facts. Thus, they can be viewed as lacking confidence. In fact, they want to make the right decision the first time so they don’t have “do-overs.” There is no one right way to be a leader. The key is knowing how to leverage and adjust your behavioral preference based on the needs of the situation and the needs of the people involved.