How to Lead Introverted Teams: A Manager's Toolkit
👋 Hey, Rich here. This week I’m diving into leadership of introverted teams. I was inspired by the story of a senior leader who recently decided that brainstorming sessions, where innovation was the goal, would best be made up of teams of extroverts….and introverts should be excluded. Whoa there 🤨 buddy! Those are fighting words. And, by the way, also a recipe for missing out on 50% of the great ideas in the room.
So let’s take a look at what we can do as managers to unleash the brainstorming genius of the quiet ones this week.
There are no bad teams, only bad managers
The leader I mentioned above was likely struggling to draw out his team members and had grown frustrated. Pleased with the fun and lively atmosphere in the room when extroverts were present, it might have seemed like an easy answer to narrow the invitation list to extroverts next time. As a manager who’s been there/done that, I’ve learned that when you’re struggling with your team, and you finally pause to ask the question….is it them, or is it me? I have bad news…it’s definitely you, and it’s time to adjust your approach.
Why introverts are great at innovation
Introverted individuals often prefer to think, reflect, and process information internally before expressing their thoughts, ideas, and comments. This manifests in a more deliberate and thoughtful style when brainstorming and problem-solving. This approach can be misinterpreted as apathy, disinterest, detachment or indifference.
The reality is, introverts are good listeners and will often think deeply about complex problems before arriving at an answer or solution they think is worthy of sharing. While the more extroverted in the room might be “thinking out loud”, the quiet ones tend to take it all in, synthesize the information, and then offer their inputs. The diversity of approaches in the room can actually feed off of one another and result in the better outcomes for the team.
Where you’re most likely to find the introverts
In any given organization there are teams that might be weighted more heavily with introverts, just by the nature of the work, typically activities that require a high degree of organization, attention to detail, and ability to focus intensely on complex problems for extended periods of time:
Software Development & Engineering
Information Technology
Finance and Accounting
Architecture & Engineering
Data Analysis and Management
Research and Development
Writing and Editing
Given that these fields attract more introverted professionals, it makes sense that those teams end up being led by introverts as well. For introverted leaders to effectively lead their teams, they must be thoughtful, agile, and proactive. They must understand each team member, how to bring out their best thinking, utilize the extroverts in the group to stimulate discussion, create space for introverts to reflect, and provide multiple avenues for sharing ideas.
I did a little research about introverts leading introverts and the data was not good. But I don’t think it told the whole story, and the strategies offered up to help were pretty flimsy.
What the research says, in super-summary
Introverted manager + introverted team = lower performance
Introverted manager + extroverted team = higher performance
Extroverted manager + introverted team = higher performance
Extroverted manager + extroverted team = lower performance
What the research does NOT say, is HOW that introverted manager can deploy just a few tactics to get even better performance outcomes than that golden-child, extroverted leader😇.
Sources:
HBR Article, 5 min read: Introverts, Extroverts, and the Complexities of Team Dynamics by Francesca Gino
HBR Article, 5 min read: How to Be Good at Managing Both Introverts and Extroverts by Rebecca Knight
HBR Video, 9 min (kind of dated, but interesting glimpse into the past): Can Introverts Lead? Video with Francesca Gino
The Introvert’s Edge Manager’s Toolkit
👋 This is a long laundry list of options. The idea is to choose the right tool for the job. Some situations might need just one or two of these, others might need five or six of them. The idea is to keep it simple, keep it feeling natural, and adjust based on what you know about the individuals in the room. Good luck!
Team Assessment: Understand Your Squad - Get to know your team members by using a personality type assessment like Myers-Briggs Type Indicator, or the DISC Assessment. Another system I’d recommend, based on Patrick Lencioni’s book, The Five Dysfunctions of a Team, is The Five Behaviors Model. These assessments provide useful insights but should only be used with buy-in from the team, and never as the basis for evaluation or personnel decisions. (👋 I have no affiliation with any of these companies, just providing links as info.)
Agenda Mastery & Discipline: Agenda & Pre-Reads 24 Hours in Advance - provide clear and structured agendas before meetings, with written “desired outcomes” and require that everyone read them beforehand. No summaries will be presented, go straight to Q&A/discussion. If no time to complete pre-reads in advance, allow for in-meeting time to read the information (and reflect) before beginning discussion.
Communicate Expectations: Come Prepared to Contribute - inform introverted team members ahead of time about their expected participation and the purpose of the meeting. It’s ok to say, “we really want to hear everyone’s thoughts, so please come prepared to contribute at least 2 of your best ideas”.
Short and Focused: Recharge with Shorter Meetings - schedule brief, focused meetings, limit the number of meetings per day, and give introverts time to recharge by avoiding back-to-back meetings.
(👋 My aspirational rules…never more than 8 meetings in a day, minimum 10 minutes between, try for max 30 minutes each, as few people as possible - more than 7 is a presentation, not a meeting😊.)
Remote / Hybrid Options: Flexible Meeting Settings - offer remote or quiet options for introverted employees to participate in meetings. Regardless of how they show up, encourage participation, and communicate in advance that you’ll be asking for their input - even if they’re online with the camera off.
Async Meetings: Join Live or Catch Up Later - allow introverted team members to participate in meetings at their own pace, with the option to join live, or if they really can’t make it, catch up later with written contribution. Whether it’s a standing share-doc, or a Slack/Teams channel, you can have team members give input/updates/reports via chat, asynchronously.
Extroverts Go First: It's okay to Let Them Lead the Way - let extroverts lead the conversation, it can help introverts feel more comfortable. It also tracks with what everyone in the room wants anyway. Extroverts usually dive right in, introverts often want to hear what others have to say first, process that information, refine their thoughts, and then offer input toward the end of the conversation.
Leadership Opportunities: Add Notes and Lead the Section - provide opportunities for introverted team members to lead a portion of the meeting. Ask them to share their ideas in advance, such as through email or online collaboration tools, or as a link in the agenda, then ask them to take point in leading discussion at that point in the meeting.
Written Communication: Revive the 1-Page Memo - offer introverted employees opportunities to communicate in writing, such as through memo, email or instant messaging. The follow up meeting or discussion is then focused on response to questions, not presenting the ideas - a much lower stress activity for introverts.
One-on-One: Let’s Take That Offline - set up regular one-on-one meetings to give introverted employees a chance to share their thoughts and ideas in a private setting. During meetings, be ready with the “let’s take that offline” life preserver and be ready to throw it to a team member who obviously has things to say but is getting blocked by anxiety or stress of the moment.
Flex Your Management Style: Cater to a Range of Personalities - Prepare to adjust your management style using these tools as your team may consist of a mix of introverted and extroverted individuals at different levels. Be nimble in prompting input, redirecting conversation, curbing excessive talking, and maintaining smooth and inclusive dialogue.
Post-Meeting Reflection: Evaluate and Adjust - after the meeting, pause with the team to evaluate the meeting's effectiveness, and make adjustments for the future. Take the time to write down and verbally confirm a summary of the ideas and next steps, confirm agreements and decisions, who will do what by when.
Introverts (& extroverts) each bring value to the team, but it’s up to us as managers to leverage their unique strengths and abilities. With the right approach, and a few tools in the bag, introverted leaders can drive trust, innovation, problem-solving, and team cohesion. So, as always, don’t overlook the quiet ones - they’ll surprise you every time.