Discover and unlearn the main myths about introverted profiles at work to create more diverse, creative and innovative teams.
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The world belongs to extroverts. They own the best elevator chats, the most entertaining party stories, and the boldest ideas in work meetings.
At least, that's how it seems to some of us introverts.
Especially when we can't get our voice heard over the loudest person in the room or when we struggle to flag a red alert that no one else seems to notice.
After working with many teams, we've learned that collective silence is never a good sign. That's why introverted profiles are sometimes misunderstood and excluded from team dynamics.
This is a big mistake; a world of creativity, analysis, and empathy is hidden in their introspection.
Excluding them not only reduces the diversity of thinking (which is key for innovation) but also wastes valuable perspectives and insights.
So, how can we truly empower these profiles? What about introverted leaders? And which beliefs should we leave behind to build more inclusive, innovative workplaces?
This month, we're sharing everything your team's introvert wishes you knew.
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1. Silence means disconnection:
When an entire team goes silent, it may signal a lack of psychological safety and a disconnection. In introverted individuals, however, silence is often part of a process of analysis and reflection. There are likely valuable ideas waiting to be shared. Sometimes, all it takes is an open question or a written follow-up to prompt them to share more.
2. They can't work in teams:
Every team benefits from a variety of voices and perspectives. Sometimes, more dominant personalities can overshadow those of introverted individuals. However, when given space to contribute, introverts often bring unique skills and thoughtful approaches.
3. They want to be alone:
We're all social beings. Introverts often seek solitude to recharge, reflect, or spark their creativity, but that doesn't mean they always want to be alone. They're usually deeply loyal to their inner circles, and meaningful social interaction can be just as fulfilling for them.
4. They can't be leaders:
This belief is limiting and can block professional growth. Many introverted leaders lead with empathy, active listening, and thoughtful decision-making. They often remain calm in high-pressure situations and have quiet confidence in their abilities. Introverts can also be great at leading extroverted teams without seeking the spotlight or needing to dominate.
5. They're not ambitious:
They might not brag about their achievements, but that doesn't mean they're not proud of them. It can be particularly challenging for introverts to ask for a raise or promotion. Still, the drive to grow and take on new challenges is very much there. Recognizing their work and creating growth opportunities can make a huge difference.
6. They can't sell or negotiate:
With strengths like active listening, observation, and empathy, introverts can excel in sales and negotiation. They tend to build strong arguments, ask pertinent questions, and establish deep, lasting connections.
7. They're shy:
Being quiet doesn't necessarily mean being shy. Not all introverts are timid. Once again, silence doesn't equal disinterest; it might simply mean they prefer to speak when their contribution feels meaningful or different from what has already been said.
Talking about introverts and extroverts isn't about who's right or wrong or which traits need to be changed. In the end, diversity of perspectives and leadership styles strengthens any team. Rigid labels can harm psychological safety and limit professional opportunities.
Share this with someone who might find it helpful.
Junior or senior, outgoing or introspective
A few weeks ago we collaborated with Instrument, a creative agency that leverages its team working with brands such as Nike, Google and Microsoft.
We were invited to their All Co All Day, a day of creativity and connection. We facilitated a virtual session on failure as a driver of professional development aimed at their entire team, from senior leaders to junior collaborators.
In that safe space, powerful stories emerged. During the open mic, one participant shared a personal experience that helped him value himself and connect more deeply with others.
That's why we're passionate about bringing out the best in every team we work with. You can sense it in the energy we create and the high level of engagement at every event.
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Let's transform our perception of failure and use it as a catalyst for growth.
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