Introverts and shy people often have valuable insights and perspectives to share in meetings, but they may struggle to speak up or be overshadowed by more vocal participants. As a leader, you can ensure that everyone feels heard and respected by following some simple strategies before, during, and after the meeting.
One way to encourage introverts and shy people to participate is to prepare and share the meeting agenda in advance. This gives them time to think about the topics, prepare their questions and comments, and anticipate any challenges or objections. You can also ask them to suggest any items they want to discuss or present, and assign them specific roles or tasks that suit their strengths and interests.
If a shy or introverted person's participation is critical to a discussion, it can be beneficial to meet with them one on one ahead of time and ask for their input in setting the agenda. This not only gives them time to prepare, but demonstrates that you value their input in shaping the discussion.
Engagement adds to feelings of inclusion. For shy/introverted types you can ask them what meeting functions help them feel most included. You can ask them 1:1 what you could add or improve on in the meetings. And ask what you are not picking up on from your own perspectives. Ask them to take part in the meetings, to prepare specific components to the meetings, and of course give credit/respect to them. Ultimately the more comfortable someone feels and the more valued they feel the more they open up and show their vulnerability - even if that means speaking up as an introvert or taking leading actions. Don't let the loudest most extraverted people take all the air or screen time, consciously rotate the spotlight for inclusion of all.
To ensure effective meeting facilitation, I incorporate strategies to engage everyone, including introverts. This involves quiet time for written input using sticky notes or digital tools, creating small discussion groups, and setting clear communication ground rules. Tailoring the approach to the meeting's size, duration, nature, and format (online or in-person), as well as considering attendee personalities, is key for balanced participation and successful problem-solving
Ever notice that its always the same people who speak up in meetings? This also means it is always the same people who keep quiet in meetings too. That doesn't mean they have nothing important to say, it just means they are probably more introvert and cautious about speaking up. One approach is to let them know that you value their opinion by saying things like "Hey Sue, I would really love to get your thoughts on this" our goal is not to put someone on the spot but to encourage involvement. Try and make sure you get a comment from everyone, again you can do this by saying I'd like to hear from everyone, so let's go round the room. Thanking people for their input is always a good idea, because what gets rewarded, gets repeated.
Planning the agenda and Executing it well leads to Productive meeting especially with diverse teams ( including introverted team members) . The responsibility lies with the person requesting the meeting 1. That the meeting is relevant to all participates 2. Role / task for each participant is clearly defined such that people don’t feel cornered or turn up unprepared . If anyone does not have a role, they should not be in the meeting ! 3. Send the agenda ahead of time ( >12 hours) so that participants have time to seek information/ form their opinion 4. Ensure each participant gets time to voice their opinion, thoughts, counters specific to the agenda at hand 5. Summarise the meeting at the end with follow up owners, deliverables etc
Another way to foster a safe and inclusive environment for introverts and shy people is to set some ground rules for the meeting. For example, you can ask everyone to avoid interrupting, dominating, or criticizing others, and to use respectful and constructive language. You can also remind everyone of the meeting objectives and expectations, and how they can contribute to the success of the meeting. You can also use tools like polls, surveys, or chat functions to allow people to express their opinions anonymously or in writing.
One simple way that I often use is to ask each team member to take turns in sharing their ideas. This will give introverts & shy team members a chance to speak also. Further, I make sure that it is clear to all team members that no one should criticize the ideas of others. Also, make sure that no one interrupts each other while the other person is speaking in his or her turn. All opinions & ideas must be appreciated. I also acknowledge & thank team members who have shared new ideas to encourage them to speak more!
Communication is often understood as just verbal. However, good communicators understand that 30% of all communication is verbal and 70% is nonverbal. Let the shy participant have an agenda and clearly Tate what the goal of the meeting should be. ahead of time and come up with questions or suggestions that they would like to add to the meeting before hand. Take the time and go over these questions with them and help coach their shyness away. Shyness is a learned behaviour so it can also be unlearned.
Firstly, having introversion energy is not the same thing as being shy. We Introverts are subject to much misunderstanding. We aren't shy, we are thoughtful and reserved. We have much sought after leadership skills such as active listening, strategic planning and communication. We don't need to submit our thoughts anonymously. We simply need some time and space to contribute. If introverts OR shy people ( not the same) are not given time in a meeting to speak their minds then we need better meeting facilitation.
Acredito que pode sim estabelecer pré requisitos ou regras para reuni?o, mas precisa tomar cuidado para n?o criar um ambiente de press?o onde os envolvidos sintam se desconfortável para expor e participar das reuni?es.
Creating a welcoming and inclusive atmosphere for introverts and individuals who are shy involves establishing clear meeting guidelines. Encourage participants to refrain from interrupting, dominating, or criticizing others, emphasizing the use of respectful and constructive language. Reinforce the meeting's objectives and expectations, underscoring how each person can contribute to its success. Additionally, incorporate tools such as polls, surveys, or chat functions to provide individuals with the option to express opinions anonymously or in written form, ensuring a diverse range of voices is heard.
A third way to make introverts and shy people feel heard is to invite their feedback during and after the meeting. You can do this by asking open-ended questions, acknowledging their contributions, and validating their feelings and concerns. You can also use techniques like paraphrasing, summarizing, or asking for clarification to show that you are listening and interested in what they have to say. You can also follow up with them after the meeting to thank them, ask for their suggestions, or offer your support.
One helpful tip from the manager is to ask for everyone's suggestions or views regarding the topic so that all voices can be heard. It is important to prepare for meetings as an introvert, that way you can contribute by asking questions or clarify things early in the discussion and believe your perspectives are valuable.
Inviting feedback from such fellows during the meeting may become very very tough. If they are really shy, they may not speak even after being asked. Although a feedback system based on mail or personal messages may be developed with such colleagues and whenever next meeting takes place, their feedback should be shared with everyone during the meeting. Others may be asked to question the feedback or support it with arguments in favor. This way the shy ones may start coming out of their cocoon.
Use this strategy to make people feel comfortable providing feedback! It's counterintuitive, but by requesting speech through feedback, the person feels more welcomed and is more likely to open up, in the moment and in other meetings! Fa?a essa estratégia de deixar as pessoas à vontade para fornecerem o feedback! Para contraintuitivo mas ao solicitar a fala por meio de feedback a pessoa se sente mais acolhida e fica mais propensa a se abrir, no momento e em outras reuni?es!
To ensure that introvert voices are heard in a meeting, we can tell them in advance what we expect of them during the meeting and why. At the same time, this will make them feel valued and acknowledged. During the meeting, we can explicitly ask for everyone's feedback. In virtual meetings, I often use the internal chat to have short 1:1 exchanges with people, asking for feedback during the meeting and then asking them to express it openly. If we are two or more colleagues from the same team, we can split the roles, and while one is talking or presenting, others can interact with the group.
Shy people are often the most intelligent ones. To encourage them to be vocal, I often start my meeting saying that I love stupid questions. Then I go to explain that there are no stupid questions and often these questions or opinions are the most valuable ones. I would never ask shy people to say something. They need to come forward themselves. I remember once we had a big company summit for all senior managers. I was newly promoted area manager. When CEO asked what is one single thing you would do if you are CEO, most managers came up with complicated answers. I just said -> improve the quality of our pizza. He loved it. Pizza was one of our main products we sell and the quality was bad. I was always one of the underdogs.
A fourth way to adapt to the needs and preferences of introverts and shy people is to adjust your communication style and approach. You can do this by using a calm and friendly tone, avoiding pressuring or rushing them, and giving them space and time to think and respond. You can also use positive reinforcement, recognition, and encouragement to boost their confidence and motivation. You can also avoid making assumptions or judgments about them based on their personality or behavior.
When I have a more introverted person in the meeting, I often call on them specifically with an encouraging question but give them time prepare their response. For example “I’d like to also hear what Tom has say on the next topic. But before I do that, let’s recap what I hear so far..” This gives some time for Tom to prepare without putting him on the spot.
As an extrovert and fast speaker I had to learn to adapt my approach. Most times I would first explain to the participants how I engage and create a safe space so that if I am leaving anyone out the meeting attendees can pause me. I’d allocate one person to be the meeting checker , and that would be the introvert in the team. The meeting checker is like a sounding board during the meeting that pauses me or other team members when they see we are leaving others from the conversations. After a while we all began so self correct especially the extroverts, it’s a nice way to create self awareness during a meeting and a safe space for all to engage.
Extroverts walk out of meetings thinking "why did I say that" while introverts walk out thinking "why didn't I say that" The key to getting more introverts to engage in meetings is to let them know ahead of time you will want them to share their perspective in the meeting. I run a weekly group call with about 25 people. About 10 of them are highly introverted and will invariably turn their cameras off and be black boxes for the entire call. They're not gone - they're absorbing. Letting them know I'm going to ask them a question gives them time to prepare their thought and formulate a response. Extroverts think externally so we fill the room with our ideas. Introverts think internally and only present a well-considered thought.
A good leader should know his team, & create a platform for shy & introverted team members to participate & contribute. After all, no one needs to be left out, it’s all about what’s best for the team. “ leadership is more about empowering, & making others better than it is about telling others what to do “
As a team leader, one has to be mindful of communication style. It is always encouraging to start a discussion as " I would like to seek your opinion on....." rather than begin with " I think we should do this.... ". It is always better to avoid dominating discussions and create space for others to contribute. Use open-ended questions to encourage introverts to share their insights. By adapting to an inclusive communication style, one sets the tone for a collaborative meeting environment.
A fifth way to ensure that introverts and shy people have a chance to participate is to facilitate the meeting in a way that balances the dynamics and diversity of the group. You can do this by using different formats and methods, such as small group discussions, brainstorming sessions, or presentations, to cater to different learning styles and preferences. You can also use techniques like round-robin, popcorn, or random selection to ensure that everyone has an equal opportunity to speak and share their ideas.
As a facilitator, it's important to ensure all perspectives are heard. If a quiet or shy person is interrupted by another participant, I've found it effective to jump in and say, "I would like to hear the rest of [name]'s thought" and then invite them to continue. This signals to the entire room that everyone's opinion is valued in this discussion and everyone's voice is equally important.
Cuando hay personas introvertidas o tímidas dentro del equipo a las que les cuesta hablar y participar en las reuniones de grupo, es importante no forzar o presionar para evitar que vivan el momento de la intervención con excesiva ansiedad. Hay fórmulas como la “invitación” a hablar sin designar a nadie o la construcción de subgrupos dentro del equipo, o la “ronda” de intervenciones, donde todos empiezan presentándose. El objetivo es que todos participen desde la tranquilidad y la seguridad y para eso el líder tiene que utilizar fórmulas que les “inviten” a dar su punto de vista desde un lugar confortable a nivel emocional.
Foster inclusive environment where all contributions are respected, and there's no tolerance for dismissive or negative responses. - Go around the attendees to give each person a chance to speak. - Incorporate written feedback in chat during virtual meetings. - Gently encourage quieter members to share their thoughts, possibly by asking open-ended questions. - Politely interject if someone is dominating the conversation to redistribute speaking opportunities. - Call out individuals that raised hands but put it down since someone spoke for too long. - Verbally acknowledge and build upon points made by introverted members. By incorporating these strategies, you enhance the overall inclusivity and effectiveness of your meetings.
One approach: send the agenda in advance, asking for specific areas of input. More strategic: understand the behavioral wiring of your people. Leverage psychometrics, e.g., The Predictive Index to understand the communication styles and team dynamics. Without this data, you end up labeling people as shy or introverted, when there could be underlying factors such as: the meeting might be dominated by people who like to hear themselves talk (or think through things out loud), or the meeting might lack structure for collaboration. In other words, the expectation is, "speak up." Perhaps the expectation should be "collaborate" in a safe space.
At a retreat to get started someone suggested an icebreaker where everyone would share a fact that nobody would know. I went first and said that when I was younger and did some professional acting that I like George Costanza was a hand model. My colleague next to me who was a senior technology executive said that he was too. Then the lady next to him said that she had been a foot model. The odds of that had been near impossible. The whole room exploded in laughter and after that everyone joined in. Humor helps a lot!
A sixth way to improve your leadership skills and the meeting outcomes is to review and evaluate the meeting process and results. You can do this by asking for feedback from the participants, especially the introverts and shy people, on what went well and what could be improved. You can also reflect on your own performance and behavior, and identify any areas that you need to work on or change. You can also use the feedback and reflection to plan and implement actions for the next meeting or project.
Enhancing your leadership abilities and optimizing meeting outcomes involves a thorough review and assessment of the meeting process and results. Solicit feedback from all participants, with a special focus on introverts and those who are shy, to understand strengths and areas for improvement. Additionally, self-reflection on your own conduct and performance is essential, pinpointing areas that may require refinement. The insights gained from feedback and reflection can then be translated into actionable plans for subsequent meetings or projects.
When a new member joins my team, I make it a priority to solicit their perspective on our meeting structure. Often, I implement their constructive suggestions, leading to significantly more collaborative meetings over time. Embracing continuous learning, particularly with the advantage of a diverse team, is something I highly value
Feedback is not something people like. Nobody likes feedback. Instead, ask questions that are in a learning tone. If you ask to learn, the responses are less defensive and more free flowing.
You’ll often get (the shy person’s) input - AFTER the meeting. Be open to them after the main event - but still seek them out. Our company has tons of BIG VOICES - so make sure you listen to the quiet ones. Thanks - Sheila
Introvert teammates usually a deep thinker, so we should invite him/her to share thoughts, their perspective always surprise us. Introvert teammates also usually data-heavy minded, so we should set the meeting conclusion(s) based on data in order to accommodate him/her.
As an introvert, I often find large group meetings challenging and prefer expressing myself in smaller groups or when directly invited to contribute. This personal experience has taught me valuable strategies for ensuring that introverts and shy individuals feel heard in team settings. To facilitate this, I actively create opportunities for everyone to participate, such as smaller group discussions or structured brainstorming sessions. By doing so, I aim to provide a comfortable environment where introverts can share their insights more freely, just as I find it easier to contribute in these settings.
I think that the best way to encourage an introvert is to let them know that it is ok to say or do something that is wrong and that it is valuable for the team to hear what they have to say. This can be coupled with trainings and small projects that are delegated to the shy member of the team so he or she can start building confidence.
This article seems to conflate introvertedness with shyness. It could be a common trait, but to yoke it together is a false premise to start. Introverts are recharged by being alone & around minimal stimuli. This does not mean they can’t show up and speak out. This has more to do with providing inclusive avenues for anyone (introvert or extrovert) who may just not be feeling it that day. Nuance that with those who process out loud, those who need silence to process, & those who process little & start talking. A confluence of these factors can explain why someone is quiet. Pre-reads, processing time, alternative feedback mechanisms post-meeting, & setting norms like being mindful of equity of voice are all multi-prong tactics to consider.
Let's keep our meetings short—under 20 minutes and with less than 10 people. This actually makes it way easier for our introverted team members to jump into the conversation. If input isn't key, maybe an email could cover it? And much-needed advice: have the leader speak last to spark a variety of ideas. It’s all about making everyone comfortable enough to share, because that's how you get those golden nuggets of insight in a quick, inclusive meeting!
Creating a comfortable environment for introverted and shy participants can involve encouraging written input, providing agenda beforehand, and allowing pauses for reflection during discussions.