What do I do if I am leading a Team of Introverts?

Rita Cincotta

One of my favourite books that I recommend often is about Introverts. I am not an introvert. I am an ambivert. That means I can move between feeling like an extrovert and introvert, depending on how I am feeling and what I think that I need to replenish my energy. These days, if I had to pick one, I think I am leaning towards being more introverted. I like hanging out with myself. After several decades on this planet, I think that’s a good thing! Being an ambivert means that I can understand both introverts and extroverts quite easily. Given that “peopling” is my job, which includes hanging out with and developing people, mainly leaders, it’s lucky I enjoy working with and understanding both introverts and extroverts.

I work with lots of leaders though that struggle to lead a team that has a different personality and preference to them. Some consider it very foreign, almost like going to a country and not being able to understand or speak the language. I went to Vietnam recently, and before I set foot in Vietnam, I learned how to say hello, please, thank you and goodbye. I think it’s polite to at least become familiar with other cultures and languages when you’re visiting. It demonstrates a willingness to understand and demonstrates respect too.

I think this applies in a team also. Whilst you may all be speaking the same language, the way you like to communicate, solve a problem, generate ideas and even replenish your energy can be wildly different dependent on personalities and styles. If we are not prepared to acknowledge and understand this, it can create conflict, which impacts our ability to do great work.

This week, I am going to provide a guide for leading a team of mainly introverts. So if you feel you are more of an extrovert, grab a notebook, and off we go!

Leading a team of predominantly introverted individuals requires a tailored approach to create an environment where they feel comfortable contributing their ideas and insights.

Here are some strategies you could try:

🔸 Facilitate One-on-One Interactions

Introverts often prefer to share their thoughts in more intimate settings rather than large group discussions. Schedule regular one-on-one meetings to allow them to open up and voice their perspectives without the pressure of a crowded room. This also provides an opportunity to offer feedback and guidance in a less overwhelming manner.

🔸 Encourage Written Communication

Introverts may feel more at ease expressing themselves through writing rather than verbal communication. Implement practices like sharing agendas and discussion points beforehand, allowing them time to formulate their thoughts. Additionally, encourage the use of collaborative tools or online forums where they can contribute ideas asynchronously.

🔸 Respect Their Need for Preparation

Introverts tend to be more reflective and prefer to process information thoroughly before speaking up. Provide them with ample time to prepare for meetings or presentations by sharing materials in advance. This allows them to gather their thoughts and feel more confident when contributing.

🔸 Create a Supportive Environment

Establish an atmosphere where all voices are valued and respected. Set ground rules that discourage interruptions and promote active listening. Publicly acknowledge and appreciate the contributions of introverted team members, as this can boost their confidence and encourage further participation.

🔸 Leverage Their Strengths

Introverts often excel at deep thinking, analysis, and attention to detail. Assign them tasks that require focused concentration, such as research, data analysis, or strategic planning. Their ability to work independently and provide well-thought-out solutions can be a valuable asset to the team.

🔸 Foster Collaboration

While introverts may prefer solo work, they can still thrive in collaborative settings when given the right conditions. Break larger groups into smaller teams or pairs, allowing them to engage more comfortably. Encourage open dialogue and ensure that all perspectives are heard and considered.

The key to leading any team effectively is to create an inclusive environment that empowers all team members to contribute their unique perspectives and talents in the way that best works for them, ultimately leading to more well-rounded and innovative solutions for your organisation.

That book I mentioned earlier, is Quiet by Susan Cain. The tagline is “The power of introverts in a world that can’t stop talking”. I love that and I think we all would benefit from more quiet and reflection.