Introverts in the workplace are often misunderstood. They can be perceived as shy, withdrawn, or even lacking empathy. The fact is, they can become exceptional team members and contributors, if leaders take the time and make the effort to understand their mindset and provide requisite support.
So how do you, as a leader, encourage your more introverted colleagues to actively engage with others and feel more comfortable doing so, particularly in group settings?
Here are some suggestions:
5 Ways to Facilitate Stronger Presence and Contribution
1. Dig deep to understand their perspective.
In a friendly one-on-one, ask the individual outright, why it might be difficult for them to voice their opinions. It could be that it’s just their nature, or there may be number of underlying, ‘fixable’ root causes including a negative dynamic with another co-worker, a lack of confidence, previous experiences being shot down when contributing ideas, and not feeling their point of view is truly heard or valued. In such instances, your intervention and support can go a long way towards a lasting solution.
2. Share the downside of staying silent.
Introverts may not realize the deeper impacts of their shyness, both explicitly and implicitly. Most critically, when they fail to voice their point of view, the team/project/issue misses an important perspective and thus, the outcome is likely to be sub-optimized. More subliminally, their silence or lack of contribution may make them appear disengaged, or, taken a step farther, that they may not value their colleagues’ time and efforts.
3. Ask specifically for their input; encourage their participation.
When in a group meeting, remember to invite these folks to the party. A shy person may find it difficult to speak over those with louder voices, or to offer a dissenting point of view. Make a point of asking them for their input with phrases such as, “What do you think?” or “Tell me more about that …” Continually encourage them to voice their opinion.
4. Provide positive feedback.
It’s important to help the introverted individual to build/maintain/strengthen their confidence and self-esteem. Saying things like, “Thank you for sharing that” or “Excellent thought” will spur them to contribute to the conversation both at that juncture and in the future. If you are in a one-on-one setting, be sure to ask their thoughts and opinions on what’s been discussed. A little pro-active coaching will go a long way.
5. Provide training and tools for development.
Strong communication skills are vital not only for yourself as a leader, but also for your colleagues – and that’s even more paramount for introverts. Present opportunities for quieter individuals to participate in presence-building programs or other courses that provide practical experience in public speaking and communication skills – and be sure they are taught in a safe learning environment.
Whether intended or unintended, leaders have tremendous power to influence the emotional states of their people. The key to helping introverts shine begins with an appreciation of their mindset and continues by ensuring they consistently have the opportunity to raise their voices and be heard. Not only will the individuals shine, but your team and organization will benefit as well.
Photo Credit: Christopher Sanders Photography
About the Author
Susan Steinbrecher is Founder and CEO of Steinbrecher Group, an established, leadership development firm that delivers sustainable success through an innovative, proven partnership model that prioritizes conscious, authentic, EQ-driven leadership. Her expertise has positively impacted companies of all sizes, across a wide range of industries worldwide, including Bank of America, BNSF Railway, Capital One, Concentra, CVS Health, Delta Airlines, Hilton Worldwide, and Starbucks Coffee Co.
Prior to coaching, Susan was a rising star with one of the country’s best-known hotel chains for 14 years, going from entry level to the chain’s youngest general manager in history to leading the company’s strategic training and development initiatives.
Susan is the author/co-author of 5 books including Meaningful Alignment: Mastering Emotionally Intelligent Interactions at Work and In Life; Kensho-A Modern Awakening- Instigating Change in an Era of Global Renewal (Amazon best seller); and Heart-Centered Leadership: An Invitation to Lead from the Inside. She is also a professional speaker, most recently delivering the keynote address for a corporate conference of over 10,000 hospitality professionals on the topic of Heart-Centered Leadership.