An introverted team member feels overshadowed in a training program. How can you ensure their voice is heard?

Brainstorming sessions can easily get overpowered by individual or individuals who are more outgoing and 'loud'. Design Sprints suggests using a methodology to counteract such challenges. Individuals are facilitated to work on their own to generate ideas which are written on post-it notes. Those ideas are then ranked by group members using a limited number of stickers. This method allows everyone to express their voice, introverted and extroverted.

Small groups is the best tool to make space for every voice in the room to be heard. To make it right, it is very important that you give people good framed questions or topics to discuss. If you choose to use small groups, it is important to make it thoughtfully, so you don't make it worse for introverts - feeling lost on a broad topic they don't even like to talk about. Choosing more specific questions that make people talk about previous experiences is a good way not to get too abstract and awkward.

Written inputs is also an important tool to avoid authority and conformity bias. By making every expression anonymous, we give them equal weight and start to look at it as the voice of the group, not of a specific person. I always like to start with written inputs and evolve to group discussion as people start to feel more confident about their thoughts on the topic.

Design the workshop such that both introverts and extroverts are comfortable sharing their perspectives. - Include time for everyone to write their thoughts before speaking - Rotate who is invited to speak first - Use non-verbal exercises (dot voting, real time prioritization, etc...) - If possible, collect thoughts from participants in advance and synthesize themes that emerge.

Individual check-ins can provide a safe space for introverted team members to share their insights. Example: Schedule regular one-on-one meetings with each team member. During these sessions, ask open-ended questions to draw out their thoughts. "Chris, I've noticed you're quieter during team meetings. Are there any ideas or concerns you have that you'd like to discuss privately?"

Structured participation is for me the best way possible to guarantee real collaboration. I just struggle ensuring active listening in the process, so I usually like to name it before we start an activity. For example, people usually overthink what they are going to answer as soon as the question is presented - it creates internal voices much louder than the group - ending with noone listening to each other. A way of working around it is by giving different questions to each person, so they can relax, listen and elaborate an answer only when it is their turn.

Positive reinforcement boosts confidence and encourages participation. Example: Publicly acknowledge the contributions of introverted team members to show appreciation and reinforce their value. "I want to thank Maria for her insightful analysis on our project timelines. Her attention to detail has been invaluable to our planning process."

Commit to confidentiality from the start Set the tone for sharing as a way to learn, reflect and improve our practices What has worked well in my experience is pairing learners for them to have a discussion. In pairings with clear instructions about how much time they have, how much time they will each have to talk, it allows for the quiet member to share their voice. This is compounded by the next step asking the pairings to feed something back to the rest of the group and person A feeding back what person B said and person B feeding back what person A said. Participants add their own insights, this is how you get the voices heard, and ensure all voices. Thank everyone of their valuable contribution. Give feedback on the great points

I meet so many people who say they are “introverted.” It seems that circumstances may have an effect on the degree of introversion (if there’s a word like that)?? I would create opportunities where everyone is allowed to give their own opinion on a matter, I feel they are knowledgeable in. But I would follow up with them after this privately to check they are OK and feel heard. I would promote a culture of being patient with one another as well. Thanks