Creating an Introvert-Friendly Workplace: Embracing the Talents of Quiet Influencers

Extroverted and charismatic leaders are the ones who usually grab the headlines, but there’s another style of leadership that often doesn’t get the attention and resources it deserves.

It’s time to shine the spotlight on leaders and potential leaders who are introverts – the Quiet Influencers and quiet achievers.

Hallmarks of an introvert

Firstly, let’s ditch the stereotype of introverts as excessively shy or unsociable. Although this may apply to a minority, most introverts simply prefer to take time out by themselves when it comes to recharging their batteries, rather than needing the company of others when they unwind. And because they tend to watch and think before speaking or acting, they can be slow to participate, which sometimes results in an appearance of aloofness and in their contribution being missed altogether.

It’s important, though, to avoid over-simplification, and remember that no two introverts are the same.

The value of introverts in the workplace

Every workforce is likely to have a mix of personality types, reflecting the composition of the wider population. The introverts and Quiet Influencers in your team can deliver enormous benefits simply by applying their typical working styles, which include:

• Deep thinking and creativity. Introverts are usually capable of focused, logical thinking and the consideration of multiple perspectives, which allows them to solve problems and develop new ideas and strategies.
• Thinking before acting. Taking the time to analyse and weigh options before making a decision will usually lead to better results.
• Working independently. Reserved people can be quite efficient at teamwork and collaboration, especially as adept listeners, but they really shine in situations where they need to work alone, without close managerial supervision.
• Productivity. Less participation by introverts in social activity and office politics will usually lead to increased attention to detail and a focus on the task at hand. And instead of calling a time-consuming meeting, introverts are more likely to convey a point in a concise email.
• Quiet Influencers. Introverts can still be effective leaders, as Quiet Influencers, participating in one-on-one active listening, demonstrating empathy and displaying calmness under pressure.

Successful introverted leadership

There’s undeniable proof that introverted leadership works. CEOs of some of the world’s most successful companies exhibit characteristics associated with introverts.

Former Facebook COO Sheryl Sandberg told the New York Times that CEO Mark Zuckerberg “is shy and introverted, and he often does not seem very warm to people who don’t know him, but he is warm”.

MIcrosoft co-founder Bill Gates, who himself self-identifies as an introvert, says on his website GatesNotes that Nike CEO Phil Knight is “shy, introverted, and often insecure”.

Susan Cain, author of Quiet: The Power of Introverts in a World That Can’t Stop Talking, describes investment guru Warren Buffet, Chairman and CEO of Berkshire Hathaway, as “a classic example of an introvert taking careful, well-calibrated risks.”

Workplace challenges for introverts

Before they can be successful Quiet Influencers, introverts may have to face and overcome several challenges in work environments that don’t necessarily cater to their preferences. Open office layouts, for example, can be distracting, and the lack of private space may make it difficult to focus. Networking is often seen as necessary for career advancement, but introverts do not relish the prospect of self-promotion and trying to make contacts with strangers.

Group meetings involving rapid discussion and feedback can often leave introverts feeling overshadowed. Their preferred style is to process information internally before sharing ideas, but their colleagues might interpret this as aloofness or even a lack of interest. Written communication is favoured by introverts, leaving them at a disadvantage in verbal discussions, phone calls and video conferences. Workplace politics and work-related social events can both be a source of anxiety.

As a result of these challenges, introverts may be overlooked for leadership roles. They may experience lower job satisfaction and become disengaged and less productive. This amounts to a disastrous waste of potential Quiet Influencers who could be constructively developed if they had an introvert-friendly workplace.

How to leverage the unique strengths of introverts in an introvert-friendly workplace

Varying situations call for different leadership styles, and there’s no single personality type that makes a good leader. Introversion should be seen, not as a weakness, but just a different kind of strength that can excel in a role where being an introvert is an asset, in an introvert-friendly workplace. Adopting some of the following strategies and practices will help you to create an introvert-friendly workplace where your Quiet Influencers can thrive.

• Quiet spaces. Provide a few areas designated for focused work in an undisturbed environment, to support introverts’ need to concentrate.
• Meeting preparation. Adopt inclusive team meeting practices to allow introverts to prepare and participate effectively. Provide an agenda in advance, so that introverts can prepare their thoughts and make a meaningful contribution to discussions. Seek out their opinions if they are slow to speak up.
• Communication options. Have one-on-one meetings to supplement group discussions, to allow introverts to contribute in their preferred way.
• Focus shift. Allow introverts to spend more time on skills at which they excel – deep thinking, attention to detail, creative ideas, problem-solving – and less on situations where they may feel uncomfortable, such as sales positions or conflict resolution.
• Specialisation. Arrange opportunities for introverts to deepen their knowledge and become subject matter experts, possibly by offering specialised training programs that align with their interests, allowing them to excel in their chosen area.
• Pairing. Pair an introvert (the ideas person) with an extrovert (in charge of presentations, sales, and team motivation). This worked well at Apple for introvert Steve Wozniak and extrovert Steve Jobs.
• Recognition. Encourage leadership to acknowledge and celebrate introverted team members’ achievements and contributions. Mentor introverts and recognise their potential for leadership roles as Quiet Influencers.

Build your inclusive workforce

There’s a great deal to be gained by identifying and facilitating the quiet strengths of introverts in an introvert-friendly workplace. Harnessing their deep thinking and creativity, and their ability to focus on tasks and solve problems, can add significantly to organisational success. An inclusive work culture that values both introverts and extroverts is likely to make your organisation more diverse and innovative.

Adecco’s recruitment experts can be your partners in building a diverse and inclusive workforce. Contact us to have a chat about the many ways they can help.