Characterised by energy being drained in social interactions, Introverts report preferring not having to compete for the mic/spotlight with others, and may dislike having the spotlight on them entirely. Introverts certainly do have strong views; they share when respect is high. The facilitator can “go first” & model what inputs & responses they seek using real, vulnerable & authentic examples to clear questions/prompts. Giving everyone a quiet, solo minute or two to work quietly, to form their response to a question, helps all personality types. Virtually: use chat to get answers to multiple choice questions or voting/polls & normalise cameras being on or off. In person: allow people to opt out as suits them best at any time.

In my experience, I’ve found that introverted team members can be more comfortable sharing their ideas when given structured ways to contribute, like anonymous surveys or round-robin discussions. It’s all about creating a safe space where everyone feels valued.

When introverted team members feel sidelined in decision-making, the key is to create a facilitation environment that values diverse communication styles. One approach I often use is structured activities that allow everyone to contribute equally. For example, I might begin with a silent brainstorming session where participants jot down their ideas individually before sharing them. This gives introverted members the time and space they need to process their thoughts without the pressure of speaking up immediately. I also make use of digital collaboration tools, like shared documents or anonymous polling, to ensure that quieter voices are captured without requiring verbal input.

To include introverted team members in decision-making, create opportunities for thoughtful input. Share agendas and questions beforehand, allowing them to prepare. Use tools like anonymous surveys or collaborative documents to gather ideas without requiring immediate verbal participation. During meetings, actively invite their insights without pressuring them, e.g., “I’d value your perspective on this.” Encourage asynchronous follow-ups for additional feedback. Celebrate their contributions publicly, ensuring they feel valued and heard in the process.