How to Nurture the Introverts in Your Organization

As working professionals, people come in all shapes and sizes, not just in the literal context, but in our personality types. Some folks are quiet where others are observed as being outspoken. Some folks are perceived as shy where others are observed as more outgoing.

Unfortunately, when it comes to identifying personality types, introverts are most closely associated with being 'quiet' and 'shy' and there often comes a negative perception from this interpretation.

By the same token, the same is true for extroverts in the sense they can be thought of as 'domineering' or 'overbearing' when that isn't necessarily the truth.

No matter how you cut it, both personality types are painted with a broad-brush stroke based on very simplistic beliefs of what an introverted or extroverted really is.

Let’s ask Google - "what is an introvert?"

From the results, Google defines an introvert as "a shy, reticent person."

There’s no question that shyness is more negatively perceived than openness. The aspect of reticence, being reserved and not sharing one’s thoughts, is characteristically true for many introverts and certainly reinforces the view on how the shyness trait is perceived.

When you look at the next sentence, Google expounds that an introvert is “a person predominantly concerned with their own thoughts and feelings rather than with external things.” Sounds selfish, doesn’t it?  Of course, it does! It’s quite understandable to come to that conclusion and only supports the misunderstood nature of the introvert.

I have long wanted to bring awareness to that reality and provide broader understanding to leaders who wish to increase the effectiveness of introverts within their organization.

It would be easy to write a dissertation on introversion as a personality type and its place in the workforce, but here I will provide three brief takeaways that can lay a foundation on how to engage and nurture the introverts in your environment.

1)     First, acknowledge the fact that introverts are not just shy, quiet, anti-social, or whatever other label that produces a negative perception by default.

There are some who truly are, but the importance of this point is that much like anything, introversion should not be perceived as a single (misunderstood) standard.

2)     Next, get to know those who possess introverted traits and tendencies on an individual basis. Many introverts are more comfortable in one-on-one or smaller group settings that might encourage them to speak up.

The effort put forth by a leader to approach an introvert who might have been overlooked as a result of default perceptions does not go unnoticed.

In the end, you may be surprised to find that the individual in question is capable of and might even want to take on more ‘visible’ responsibilities tied to their role, something for which they might not have been considered.

Moreover, you might come to find that introverts can have unique factors that motivate and inspire them beyond what is thought ‘everyone’ wants; things that might not even cost a lot that can lead to stronger contributions.

3)     While I'm motivated to highlight the uniqueness of the introvert and to clear up misconceptions, don’t succumb to the idea that introverts, by default, require that you walk on eggshells around them and that they require ‘special’ treatment.

Being an introvert myself, I can strongly convey that the professional relationship is a two-way street regardless of the personality types involved. Some introverts may not be as approachable and may truly fit stereotypes. But you’ll never know unless you try.

My advocacy for introverts comes from a desire to see those within the personality type who might not know how to position themselves to be their best self or contribute in that same light find a path to a better place through leaders who need to be aware that they might have tremendous untapped potential (value) on their hands and may not know that because of a default perception about those who are introverted.

Questions? Thoughts? I would love to hear your feedback!