Sie leiten eine Trainingseinheit mit introvertierten Teammitgliedern. Wie können Sie sie dazu befähigen, sich aktiv zu engagieren?

Harness quiet power: engage introverts in workshops 1️⃣ Purposeful icebreaker: start with an icebreaker that aligns with your session’s goals. Give them a reason to care right from the start. 2️⃣ Silent brainstorming: have participants jot down ideas on post-its. So, all voices are heard, even the quieter ones. 3️⃣ Gamified coopetition: divide into small teams and introduce friendly competition. It’s a fun way to spark engagement and collaboration. 4️⃣ Spotlight the quiet: acknowledge the insights from quieter members. A simple nod can amplify their confidence. 5️⃣ Vote & focus: let the group vote on the best ideas. This fosters collective ownership. Unleash the quiet power in your team! Ready to see them shine? Let the game begin! 🌟

Empowering introverted team members to engage actively in a training session can be highly effective when approached thoughtfully. The following strategies can help create an inclusive environment that encourages participation: 1. Create a Safe Space 2. Use Small Group Activities 3. Incorporate Written Responses 4. Leverage Technology 5. Provide Clear Instructions 6. Encourage One-on-One Conversations 7. Foster a Growth Mindset 8. Allow Time for Reflection 9. Acknowledge and Appreciate Contributions 10. Be Mindful of Pace and Timing By incorporating these strategies, you can create an environment where introverted team members feel more comfortable and empowered to engage actively in the training session.

One thing that I have learned is to make sure the environment is comfortable, remind everyone that that should be heard and their perspective is welcome and make sure to give eye contact, check in with the group, and throughout the training/ workshop remind the participants that they are in an affirming and brave space and they are free to communicate/ share when and how they feel comfortable.. even if it’s posting a note

One thing I found helpful was learning my team learning and working styles. Some people are great in various environments. Once you find each worker style you can understand and make changes where necessary.

Understanding and accommodating introverted team members can greatly enhance their engagement in training sessions. Consider offering alternative methods for participation that align with their comfort levels. For example, create opportunities for written reflections or small group discussions where they might feel more at ease compared to large group interactions. Incorporating these methods can empower introverts to contribute meaningfully without feeling overwhelmed, thereby fostering a more inclusive environment.

To further support introverted team members, consider implementing a “think-pair-share” technique within your smaller groups. This approach allows participants to first reflect individually, then discuss their thoughts with a partner before sharing with the larger group. This method respects their need for time to process information and provides a lower-pressure environment for sharing ideas. Additionally, rotating partners can help build confidence and foster diverse interactions. By creating structured opportunities for introverts to contribute in stages, you enhance their comfort and engagement while still leveraging their valuable insights.

This works most of the time. It helps them warm up to a smaller group and eventually feeling more comfortable to with a larger group

Introducing structured sharing techniques can significantly reduce the stress associated with spontaneous speaking, making it easier for introverted team members to engage.

If you know you want introverts to share in the group, you need to give them time. Introverts think then speak rather than processing out loud. They need time to build their ideas into brilliance. Construct ways to share that give people thinking time. It’s ok to have quiet times. In the same regard, watch out for extroverts shutting introverts down by monopolizing share time. Use proximity control, ask the introverts if they’d like to share, and extroverts to allow others to share.

Additionally, written contributions create a tangible record of input that can be referenced throughout the session, ensuring that all perspectives are acknowledged and integrated into the discussion. This method not only respects the preferences of introverted participants but also enriches the overall dialogue.

When I was a facilitator in the psychometric profiling industry, I always loved tapping into the power of written communication. One of my favorite go-to strategies was the classic THINK-PAIR-SHARE. It’s perfect for supporting people with introverted preferences because it uses writing as a bridge to group sharing. To do this we'd start with solo time to THINK and write thoughts on a topic or challenge, then PAIR up for 1:1 chats, and finally shift into groups to SHARE. The progression felt natural, giving everyone a comfortable way to engage. I found the beauty of this approach is that it also helps people with extroverted preferences appreciate the reflective nature of introversion.

When I've delivered trainings for a group of introverts, I try to use a points system or leaderboard for activities, then ask the top performers how they performed so well. Recognition and appreciation is a good way to encourage them to speak. The silent ones are often forgotten or overlooked in most situations otherwise.