Modern ways of facilitating stop trying to ‘make people contribute’. All the tricks and tips and games come from a dated and historical perspective that ‘to speak is to contribute’. Let them be quiet. They’re busy listening. And thinking. And analyzing. And wondering. And reflecting. And scenario planning. And running computations. And a whole host of other deep cognitive processes — where speaking might be the last part… not the first! Stop trying to ‘break the ice’ or coerce them to contribute. Start meeting people where they are, how they are and who they are. Let them be. When they are ready, safe & want to contribute, look out for they will have some of the best, most well-thought genius contributions of all.

Create a safe environment where every opinion is valued with open-ended questions, pauses for reflection. Involve members by addressing them by name or allowing to express themselves in writing, through pair/group work or using polls. Start with icebreakers, encourage short responses with positive feedback. Assign roles to increase activity. Use eye contact and open body language to foster participation. If these methods don’t work, have private dialogue to understand the reasons for passivity, such as insecurity, fear of criticism. Offer mentorship/training to build confidence. Hold informal meetings and involve in preparation or presenting materials to boost confidence. Be patient, as not all participants will become active immediately.

I agree with many of the comments here, but as an ambivert with some neurodiversity, I loathe icebreakers. It isn’t about being shy, as I am not; it is about being forced to do something I don’t want to. Breaking into smaller groups can be helpful; with more than 14 people, insecurities surface. A facilitator is invaluable, offering a friendly face and reading body language. They can spot reactions and invite input from quieter participants. I also take breaks to connect with shy individuals, becoming their voice if needed. The challenge is often managing the vocal ones, but no space for that here ??

Just some examples... - Create a feeling of trust and comfort from the outset. Agreeing ways of working amongst the group will reassure those who are quieter that it's OK to speak up without being judged. - Contribution doesn't have to be verbal only. Adopt a verity of methods to seek input, for example using sticky notes or, if you are leading a virtual meeting, the chat functionality can be very useful indeed. - Invite those who are quiet to speak and offer their views. Explicitly recognise the value that their contribution brings, for example 'Tracey, you have a unique perspective in your role, and we'd love to hear your view on this topic. Please could you share what you are thinking?'

I would also try to incorporate non-verbal ways to participate - e.g., using polls, having participants put their thoughts on sticky notes and then walking around the room to post and build on what others write, setting aside time for people to write - and then asking everyone to share.