How to empower introverts (6 Powerful Practices)
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“Quiet people have the loudest minds.” – Stephen Hawking
Why it works
Susan Cain (pictured) is an author and speaker widely recognized for her groundbreaking work on introversion. After starting her career in law and corporate negotiation, she shifted her focus to exploring how quiet people can thrive in a fast-paced, extrovert-focused world. In 2012, Cain released her debut book, Quiet: The Power of Introverts in a World That Can’t Stop Talking. It became a global bestseller and transformed how people around the world view introverts.
That same year, she delivered a TED Talk titled The Power of Introverts. Being an introvert herself, Cain faced intense anxiety in the lead-up to the talk. To overcome her fear and deliver the best talk she was capable of, she spent an entire year preparing for the talk – and worked with an acting coach for six days in a row before the event. Her efforts paid off. The talk became one of TED’s most-watched presentations, with nearly 35 million views.
Cain’s work has significantly influenced how society views introversion. She emphasizes that quiet people – who make up about 50% of the population – can make a big impact. Their strengths include the ability to concentrate on tasks for long periods, consider options carefully, listen attentively, be sensitive to others’ needs, think deeply and independently, and stay composed in stressful situations. However, introverts often get overlooked in team settings. Here are 6 proven practices to empower them.
How to do it
1) Offer quiet areas
Provide spaces or times to focus deeply or recharge away from noise. These “hideaways” generally come in two types. The first type is physical and includes offering a dedicated location, like a quiet room or desk. The second is mental, most notably by encouraging the use of noise-canceling headphones in the office. Learn more about hideaways here.
2) Encourage writing
Allow them to share ideas through emails or messages. Offering opportunities to communicate through writing instead of speaking benefits those who prefer time to organize their thoughts. It also allows for collaborative but non-intrusive communication, establishing a norm where written contributions are reviewed and valued equally to verbal inputs during meetings.
3) Ask for input
Directly seek their opinions in discussions and give them time to respond. When possible, share discussion topics ahead of time so they can prepare their responses at their own pace. Before and during the meeting, phrase questions specifically to invite input, such as, “What do you think would work best for this challenge?”. After the meeting, send them a follow-up email to ask for any additional thoughts.
4) Respect their pace
Be patient and give them time to think and speak. Implement silent brainstorming sessions where participants write down ideas before discussing them aloud. Also, use structured formats like “each person shares one idea” to ensure everyone has a chance to speak without feeling rushed.
5) Highlight their strengths
Recognize their listening and critical thinking skills. Publicly acknowledge specific examples of their contributions, such as, “Your detailed analysis really helped clarify the next steps.” Also, consider pairing them with team members who can benefit from their reflective approach during collaborative tasks.
6) Create safe spaces
Set up small group meetings where they can speak without pressure. Limit group sizes to 4-5 people to minimize intimidation and ensure everyone has time to contribute. For sensitive discussions, consider even smaller groups or one-on-one check-ins. Lastly, consider making one participant the facilitator who can guide the discussion gently, ask open-ended questions, and avoid putting anyone on the spot.
Don’t be fooled by their silence. Introverts make a bigger impact than you think.
You just need to create the space for them. Pick one of these practices and start today.
If you want to delve deeper into Cain’s bestselling book Quiet, check it out on Shortform.