Persuasive Speech

Persuasive Speech

Audience: Students

Topic: Do extroverts make the best leaders

General-purpose: To persuade

Specific Purpose: To persuade the audience if extroverts make the best leaders or not

1. Introduction
2. Attention-getter: In today’s business environment, common perceptions exist that extroverts are the best in communication compared to introverts, thus make good leaders. Based on the current business research, believes have been stipulated that extroverts are more likely to take leadership roles and are more likely to be perceived as effective. Noted by Clack (2017, p.1), extraversion is key to professional leadership communication and success. This argument is supported by the leadership theory as well as the theory of personality type.
3. Thesis Statement: Extroverts make the best leaders.
4. Preview of main points
5. Extroverts are effective communicators
6. Culturally, extroverts are perceived as people who seek action, enjoy working with other people, and are achievement-oriented.

• Extroverts are flexible individuals.

2. Body:
3. Overview of the first main point
4. The fact that extroverts are effective communicators gives them the advantage of taking a leadership position compared to introverts. According to Clark (2017, p. 3), it is well known that communication is at the center of leadership. Nevertheless, it is identified as the greatest challenge most leaders are faced with today. Given this, communication has been greatly regarded as a key to leadership success. With extroverts being perceived as effective communicators, they blend well with the leadership requirement, making them good leaders.
5. Additionally, with effective communication abilities, extroverts always get opportunities for seizing opportunities in organizations. This makes them able to perform as best leaders.
6. Overview of the second main point
7. Today, most organizations are looking for leaders who seek action, enjoy working with other people, and are achievement-oriented. Such people drive change and achieve success. In line with extroverts’ cultural observance, these requirements are part of their personality traits, and if given the role, they do make the best leaders.
8. Also, because extroverted people love working with others, they have been identified as attention seekers and people that strive to inspire others (Towens, 2012, p.17). Their energy is obtained through positive interactions with others. Typically, extroverts lead conversations in divers’ social settings and given the fact that leaders should be able to initiate, maintain, and lead interactions, this attribute makes them good leaders.
9. Overview of the third main point
10. In the last point, it is noted that extroverts are flexible people. Today, flexibility is at the core of organizational operations. Flexibility is at the center of decision-making, adaptation, getting people’s attention, and conflict solving (Vaari, 2015, p.24). Without flexibility, a leader cannot effectively carry out these four functions, and this is dangerous.
11. Besides, extroverts are flexible in nature, and as such, this attribute allows them to incorporate various leadership styles best appropriate for the type of people one is leading. People differ, and managing them needs divers’ skills. Moreover, leaders need to exercise different power or authority to get work done. For this reason, extroverts can serve best as leaders compared to introverted leaders.
12. conclusion
13. In today’s culture of technology, most organizations face sustainability issues. This has necessitated the quest for constant innovation hence making the employment of agile approaches a necessity. However, various risks are associated with its adoption, which this thesis seeks to explore as present earlier.
14. To sum, these risks are inevitable due to the agile methods; also, the approach needs a good set of skills and planning and training.

References

Clack, L. A. (2017). Examination of leadership and personality traits on the effectiveness of professional communication in healthcare. Journal of Healthcare Communications, 02(02). https://doi.org/10.4172/2472-1654.100051

Towens, K. (2012). THE ROLE OF EXTROVERSION AND INTROVERSION IN DEFINING EFFECTIVE TRANSFORMATIONAL LEADERS [Unpublished doctoral dissertation]. Athabasca University.

Vaari, A. (2015). FLEXIBILITY IN THE CORE OF EFFECTIVE LEADERSHIP [Unpublished master’s thesis]. Oulu University of Applied Sciences.