Utilizing Introverts in an Extroverted Environment

Utilizing Introverts in an Extroverted Environment – 3 Simple Steps

 The western business world celebrates extroverts. It’s difficult to imagine a more extroverted environment than where I work – a creative communications agency. Most of the people I work with are extroverts, but as a manager and team leader, I want to highlight and support the value of introverts in creative environments. A few years ago, I heard about a book called Quiet: The Power of Introverts in a World That Cannot Stop Talking, by Susan Cain, while listening to NPR.

 Reading Quiet helped me realize I had been missing out on contributions from introverts because I didn’t know how best to utilize them. I mistakenly thought those who didn’t share ideas in brainstorms or creative meetings were disengaged. In reality, they just thought and shared ideas differently than I did.

 According to the Quiet Leadership Institute, about 50% of the workforce self-identifies as introverts, while 96% of leaders self-identify as extroverts, like myself. Not only does leadership disproportionately favor extroverts, it also means half of the workforce fundamentally thinks differently than those in charge.

                                                                                                                                                                                                                             Additionally, many of my clients in healthcare, science and technology are introverts. Creating environments geared toward getting the best out of both extroverts and introverts – whether that’s through a brainstorm or a conversation with a client – became a significant focus of mine. Here’s how I’ve started to craft opportunities, within a creative context at our agency, for inviting and embracing the inspired thoughts introverts have to offer:

1. Brainstorm Ideas Differently.

I begin brainstorms by stating the challenge, goals and explaining the participation format, such as a large group discussing one challenge together, several small groups rotating from challenge to challenge, etc. I encourage all participants to share ideas during the brainstorm (the traditional way) OR to share ideas afterwards via email, if preferred (the different, non-conventional way). While most people brainstorm away, sharing and shouting ideas, I receive ideas from one or two people in writing afterwards. The ideas shared afterwards, always by introverts, are often very thoughtful and creative. What a shame it would have been to miss those ideas because the brainstorm wasn’t conducive for introverts.

1. Transform a Brainstorm into a Writing Storm.

Depending on the personalities in the room, I have even changed the typical “brainstorm” into a Writing Storm (can I coin that term?). Participants receive a pack of post-its and a pen. The brainstorm happens by writing ideas on post-it notes, then those post-its are placed around the room. Everyone gets up, reads the post-its and continues to build new ideas in smaller groups. Not only does this approach support introverts, it also makes it easier for everyone to participate in real-time and at their preferred pace by allowing a flow of ideas all at once, without competing for air-time or talking over each other.

1. Understand Motivations.

Finally, everyone is motivated by different things. What motivates me, may not motivate someone else. I find out what motivates a team member – learning a new skill or teaching a new skill, public praise or private recognition, working autonomously or as part of a team, etc – and incorporate it into the work by creating a scenario or environment to foster this motivation.

Most businesses aren’t like mine – a creative communications agency – so others may be better at utilizing introverts and extroverts equally. These changes have worked for me within a creative environment to get the best ideas and thinking from the most people. What methods work for you?