Episode 20: How to engage and retain your introvert talent
Published on 18 February 2025 • Hosted by Dr Lisa Colledge
Introverts in the workplace: your untapped goldmine
When you think of great leadership, do you automatically envisage the loudest voice in the room? The one who dominates meetings and thrives in social settings? If so, it’s time to rethink what effective leadership and contribution look like.
In this episode of Culture by Neurodesign, I speak with Richard Etienne, founder of The Introvert Space, about how organizations can get the most out of their introvert talent. Richard, an introvert himself and a passionate advocate for introverted professionals, shared insights on how introverts navigate the workplace, the challenges they face, and—crucially—their unique strengths.
Why introverts struggle in traditional workplaces
Workplace norms often favor extroverted behaviors: open-plan offices, rapid brainstorming sessions, and high-energy networking events. Richard’s research, particularly among graduate introverts, highlights the obstacles many face:
Feeling overwhelmed by constant social expectations.
Struggling to self-promote in environments that reward visibility.
Finding it difficult to be heard in meetings dominated by louder voices.
This mirrors the experiences of many neurodivergent individuals—people who work differently from the mainstream expectation. The challenge isn’t that introverts and neurodivergents lack talent; it’s that team and workplace cultures aren’t bringing out their best.
Introvert superpowers: what you’re missing
Despite these challenges, introverts bring strengths that our teams organizations desperately need to keep on being successful:
Strategic planning: introverts excel in long-term vision and problem-solving.
Deep thinking and analysis: they process information thoroughly before responding.
Empathy and active listening: they are often exceptional at building strong, trusting relationships.
Creative problem-solving: many of the most innovative thinkers prefer quiet reflection time.
But these strengths can go unnoticed if we fail to create environments that allow introverts to shine.
How to design an introvert-inclusive workplace
The good news? You can build an inclusive culture where introverts (and neurodivergents) thrive. Richard and I discussed some practical strategies, including:
Encouraging diverse communication styles: allow for asynchronous brainstorming and reflection-based decision-making.
Reevaluating performance metrics: don’t confuse loudness with leadership. Look at the quality of contribution, not just visibility.
Redesigning meetings: give people time to prepare, invite quieter voices into discussions, and offer written channels for contributions.
A more inclusive – and successful - future
The reality is, every team is diverse in its personalities and thinking styles. If we want to build workplaces that truly engage all talent, we need to move beyond one-size-fits-all structures. Whether it’s introverts or neurodivergents, the key is understanding individual strengths and shaping culture to support them.
For a deeper dive into this topic, listen to my conversation with Richard Etienne. It’s a conversation packed with insights, research, and practical ideas on creating workplaces where everyone can thrive.
Learn more about Richard’s offerings with these links:
The Introvert Space resources: you can find free ebooks and audiobooks here.
TIMI: a new management toolkit to empower introverts in the workplace. Dive into 65 dynamic pages with eight engaging chapters, filled with quizzes, activities, and inspiring case studies.
I'm Lisa, and I take inspiration from neurodivergence-inclusion to help leaders create cognitively inclusive cultures that connect people with different cognitive styles, empowering everyone to contribute their best.
If you'd like to learn more about how prioritizing this single program would help you to boost not only engagement and wellbeing, but also innovation and resilience, please take a look at my free signature program: Neuro-Inspired: 12 Steps to a Future-Proof Workplace Culture.
