Quiet Leadership - Nicky Diver-Clarke

An article authored by Nicky Diver-Clarke RVN, communications strategist, veterinary nurse, writer, speaker and advocate for quiet leadership in vet med.

With over 10 years clinical experience and 5+ years in animal health marketing, she champions introverted strengths in leadership, psychological safety, and inclusive team dynamics. Recognised on the 2025 Game Changers: Introverts to Watch list, Nicky is redefining leadership in veterinary practice – proving that leadership doesn’t have to be loud to make an impact.

The Extraversion Bias in Leadership

Traditional leadership expectations often favour extraverted traits like charisma, assertiveness, and high visibility. The classic image of a leader is the one who speaks the loudest, demands attention and thrives in the spotlight. But, what does that mean for the quieter leaders?

Professionals that tip the scale towards introversion can feel pressure to “speak up more” and as a consequence, may mask their natural traits, in an effort to appear more extravert.

This article aims to challenge the misconception that introverts must “overcome” their quiet nature and instead offers a celebration of the powerful advantages those traits bring to a leadership role and team dynamics, through intentionality and authenticity.

Understanding Introversion

Introversion isn’t shyness. Let’s start here.

Shyness is a fear of social situations and judgement from others, with absolutely everyone susceptible to moments of shyness. Introversion, on the other hand, is a preference for processing-time.

Many introverts are articulate, confident and can transmit their thoughts and opinions clearly and with influence.

The veterinary profession attracts both introverts and extroverts, with some studies hinting at a sway towards a higher number of introverts. But at the very least, the YouGov Friendship Study (2021) found that 50% of UK Brits identify as introverted¹, suggesting that at least half the veterinary workforce has a preference for recharging their energy inwardly. They thrive on internal reflection and they can become overwhelmed with external stimulation.

What we tend to see with familiar leadership models is a favour towards louder voices. This can leave a quieter team member – and potential future leader – struggling to see themself in a leadership role, despite having an aptitude for measured decision making, deep personal connection (great for collaboration) and relish in encouraging others to do their best.

High energy, frenetic environments can leave introverts feeling depleted, and there are not many other working environments as stimulating or as a busy as a veterinary hospital!

Neuroscience plays a big part too.

With both personality traits having different cognitive strengths, it fascinated me to discover these three facts:

Introverts have a thicker prefrontal cortex, the area of the brain associated with deep thinking and problem solving.²
Extraverts’ brains respond differently to dopamine. The feel-good chemical that’s linked to pleasure and excitement. So, when something big or exciting is about to happen, their brain lights up in anticipation, energising them and rewarding them for it. Introverts are less reactive to dopamine.³
Acetylcholine is a chemical neurotransmitter linked to calm focus, deep thinking and sustained attention. Introverts are thought to have more acetylcholine receptors in the brain, making them more sensitive to its effects. While this theory is widely discussed, the evidence is limited and articles tend to be anecdotal.

In short, it’s important to acknowledge that there are neurological differences at play. Differences that bring both strengths and challenges. True authenticity emerges when we understand both.

Hidden Strengths

Active Listening

Introverts tend to be exceptional listeners, picking up on nuances and subtleties that others may miss. Active listening is critical in veterinary care and team dynamics, making this a highly effective leadership skill, both in client communication and team conflict resolution. A quiet colleague will notice the small change in a patient’s demeanour, they will pick up on the unspoken worry from a client or they may recognise when a member of the team is struggling.

Thoughtful Decision-Making

Introverts don’t rush to speak, they are quiet because they’re thinking, planning, contemplating, weighing-up. Decisions are calculated and evidence based, which can admittedly slow down the process – but their thorough and measured approach to problem solving is a big part of that thoughtful decision making and an asset. In contrast, a more impulsive extravert may process their thoughts out loud and arrive at decisions more spontaneously.

Leading with Humility

They may not be the most outspoken and don’t crave the spotlight, but what that does means is that quieter leaders are more approachable.

Over the years I spent in practice, I often found myself comforting a colleague during a vulnerable moment.

Sometimes quiet leadership is as simple as reading the signs and asking the right question like: “What’s on your mind today”?

Introverts are less likely to seek credit for every decision, often empowering their teams and allowing others to shine.

With all this in mind and through my own practical application and experiences, I’ve developed a toolkit to create a veterinary workplace where all personality types can benefit and succeed.

Practical Strategies for Support

How can we support quieter voices in high-pressure settings? These four simple strategies can be applied to every clinical team, creating space for everyone to contribute and feel valued, while making space for all voices.

Anonymous surveys and private feedback allow those that find it difficult to speak up in meetings to share their valuable thoughts and insight, and have their say without the pressure of finding an immediate response. Surveys can be used pre- and post- meetings to gather confidential feedback or suggest solutions to common or complex problems.

One to one meetings are where introverts excel, especially if you can provide an agenda upfront! Thoughtful discussion and creative problem-solving conversations are where you’ll see an introvert come alive. Regular check-ins are the perfect safe-space to gather genuine thoughts and feedback and have those deep, meaningful conversations that an introvert loves!

Mentoring is an amazing resource for any member of the veterinary team, but especially for those progressing up and into a leadership role. Carefully curating mentor pairings, to ensure everyone has a more experienced team member there to support them, helps build confidence, skills and trust. With so many incredible mentor programs available – not least the Veterinary Women In Leadership mentorship scheme – a dynamic partnership can bring value to both parties, helping aspiring professionals navigate leadership roles in a way that feels supportive and authentic.

Holding space for quieter team members might not come naturally, so louder voices often dominate. But actively making room at the table for deep thinkers ensures all voices are heard. So next time someone interrupts a quiet colleague, step in and say “I’d love to hear you finish your idea or thought”.

Lasting Impact

The veterinary profession needs diverse leadership styles, and often the “right” leader is the person that understands the needs of the team and the business best.

Challenging the status quo will create a more inclusive, thoughtful and effective team. Creating a culture that simply acknowledges quiet strength will benefit everyone, not just introverts.

Leadership carries a great weight, but it doesn’t need to be loud – we have fluid pumps for that!

There’s space for every type of leader and our profession will be better for it. So, for those of us that thrive on deep connections, listen actively and quietly observe, our true strength lies in being authentic, intentional and holding the door open for others…

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Inspired Vet Article – Leading Quietly