You're facilitating a consensus-building session. How can you engage introverted stakeholders effectively?

It is not always possible to know who the introverted participants are prior to the session. It can also draw attention to the individuals who may wish not to be exposed in this way. If the client has the budget then it is beneficial to have conversations with every participant. However, the client may not have, or be willing to spend budget on this additional step. Another way to achieve this is by designing a simple survey Questionnaire that will allow the facilitator to assess engagement and willingness for active participation. Consider how you will contract for safety in the upcoming session to encourage all to participate.

We can engage participants who may be more introverted by emphasizing that all voices are vital. We can create group agreements that encourage participation and respect for all perspectives. We can utilize various modalities that allow participants to share with out being put "on the spot", such as Poll Everywhere or a gallery walk.

In my experience it's not necessary to single out the introverts. Sharing the agenda and any relevant materials in advance is best with everyone we want to be involved in the objective of the meetings. This way, if anyone cannot make it to the meeting, they can still contribute their thoughts and ideas either by writing or another moment with the facilitator.

When facilitating and attempting to get involvement from introverts I have found that working in small teams is effective. Introverts will participate in their group as opposed to speaking up to a an entire lecture hall. I believe using technology as an aid further helps introverts. If participants are able to respond anonymously to survey questions, questions posed by the facilitator via a personal device to be displayed.

Always give folks some individual thinking/brainstorming time before you ask them to collaborate. Use a think-pair-share type time for comparing, sharing and synthesizing in small groups. *Then* collect the group's best thinking.

In structured sharing, one thing I've found helpful as a facilitator is to be explicit about some ground rules. For example, setting a guideline for a time limit, when one person speaks no one interrupts, everyone listens to understand (vs to react), invite constructive feedback in the form of questions, and so on. Having the group committing to such ground rules gives a sense of safety that everyone, including the introverts, will have opportunity to share their thoughts and ideas.

Think-Pair-Share could work depending on the size of the group. Asking people to write answers on a sticky or in the chat could help introverted people contribute as well.

Incorporating structured sharing techniques like round-robin and think-pair-share into your sessions can create a more inclusive and engaging environment. By giving each participant a chance to contribute in a structured manner, you foster a culture of equal participation and enriched collaboration.

Showing genuine interest in participants’ contributions is key to fostering an inclusive and engaging discussion. By maintaining eye contact, nodding, and summarizing their points, you demonstrate respect and attentiveness, encouraging more open and meaningful participation.

When attending meetings, all points of view must be listened to effectively (and respectfully, no matter how different the points of view are) and all ideas and solutions presented must be respected, even if we do not agree with them. This demonstrates your professionalism by your interest in listening to all people and showing that their opinion is respected.

Incorporating visual aids like charts, graphs, and mind maps can greatly enhance the effectiveness of your sessions. By improving understanding, increasing retention, engaging participants, and facilitating learning, visual aids make your presentations more impactful and dynamic.

Reflection time during a meeting is an excellent step. An additional option is to provide the opportunity to give input one-on-one after the meeting or even the next day. This also helps those who need greater processing time, and for those who have anxiety about providing input in a group setting. You will get their best thinking when you reduce the anxiety generated from the prospect of providing input in a group setting and provide them with sufficient time to process the discussion. Without the need to spend mental capacity to confront their anxiety, they will be able to focus on active listening and give you the opportunity to benefit from their best input. It may require more time, but in my experience it is worth it.

When working with a group of introverted participants it’s important to make sure that you build in enough time to allow people to reflect on the questions and or the topics being discussed. Many facilitators engage in brainstorming sessions to get people engaged. However, quiet storming sessions are just as effective. Allowing people time to themselves to freely write down or draw their thoughts.

Allocating time for quiet reflection during meetings can significantly enhance the quality of discussions by encouraging thoughtfulness, reducing pressure, and fostering inclusive participation. By planning reflection intervals, creating a conducive environment, and facilitating structured sharing, you can make your meetings more thoughtful and effective.

Too often we're uncomfortable with silence. As facilitators, it's easy to notice people starting to fidget or appear uncomfortable with silence; then we allow those observations to increase *our* own anxiety that we're not "moving the process along" quickly enough. Make sure that people have ways to occupy themselves if silence and reflective space are needed. For folks with ADHD, that may mean fidgets or other ways to engage them so that others can have the reflective time they need.

Deeply introverted individuals may find it hard to be assertive in a group setting and for a consensus building process, this might mean their voice and opinions go unheard. The facilitator can harvest their opinions before the session and if they find that the introverted individual is unwilling to share, they can pose their opinions as a question and allow it to be up for discussion. In this way, their voices and insights were brought to the table without undue pressure. At this point, it should be easier for the introvert to share more on why their idea has merit. Every one's idea should make a way to the table for discussion irrespective of the personality of the person who mutes the idea. Only then can there be true consensus

Start by distributing agendas and materials in advance to give them time to prepare. Use small group discussions and structured turn-taking to ensure everyone has a chance to speak. Encourage written input through online collaboration tools and anonymous polling, and always validate and recognize their contributions to the group. Establish clear ground rules for respectful listening and model inclusive behavior to foster a supportive atmosphere. By implementing these strategies, introverted stakeholders will feel more comfortable and empowered to participate, leading to more comprehensive and balanced decision-making.

There tends to be a negative connotation when the word 'introverted' is used, so the typical response is to look for corrective or inclusive approaches to normalise this type of behaviour. From a neurodivergent perspective, introversion-type behaviours could be interpreted as completely 'normal'. So in fact that there is nothing to 'correct'. So, my suggestion, recognise that different neuro~ exist and create a workshop that is designed for all neuro-types (so no inclusion needs to take place; figure that one out!).

I highly recommend reading "Quiet" by Susan Caine. But I think it's also worth remembering that facilitation is not just about "introverts v. extroverts." These groupings originated with Carl Jung, and the popularity of the MBTI in organizational settings has perpetuated the I/E dialectic. As I've learned more about my own neurodivergence and experienced it in my family members and friends, I've come to believe that the I/E distinction is less helpful. For one, it doesn't consider how neurodivergence may manifest in either or both of these ways. But if we make reasonable accommodations for neurodivergence in our facilitated sessions, we'll likely make space for both thoughtful and outgoing voices to be heard.

Here are a few suggestions on engaging introverted stakeholders in a consensus building session - Set the Tone Intentionally: Clearly communicate that everyone's input is valued from the start to create an inclusive environment with no surprises. Rotate Small Groups: Break into small groups and rotate participants to give introverts a more comfortable setting to share their thoughts. Call on Individuals: Gently encourage participation by inviting specific individuals to share their perspectives, ensuring they have the space to contribute. Creating a balanced session where everyone feels heard is key to building strong, collective decisions.