Not all team members will be outgoing. Some will be more introverted and quieter. Understanding team dynamics can help ensure everyone participates.
The assumption that you must be loud, outspoken, and extroverted to be successful is incorrect. Throughout history, there have been many ultra-successful people who were introverted.
Albert Einstein, Bill Gates, Steven Spielberg, and J.K. Rowling are just a handful of people in recent history who appear introverted. Even though all the above are universally known and have a public presence, they all value deep focus and reflection.
Statistically, your teams will have a mix of extroverts and introverts. In general, diversity will afford many advantages, but introverts may struggle to participate given their more refrained natures. Everyone can be mindful of this, but the roles of Agile Coach, Product Owner, and Scrum Master have unique opportunities to create inclusive team dynamics to maximize the value of everyone.
Definitions:
Extrovert: An extrovert is often characterized by a tendency toward being outgoing and socially confident. Many extroverts are known for their energetic nature and may feel energized by social interactions, though this can vary from person to person. It’s important to note that not all extroverts will exhibit these traits to the same degree. Some might not identify with all aspects of this description. Key characteristics commonly associated with extroversion include sociability, talkativeness, assertiveness, and enthusiasm. Extroverts are often action-oriented and may enjoy being the focus of attention. They also might process thoughts through interaction, speaking them out loud to develop ideas. However, these traits exist on a spectrum, and extroverts can have different levels of these characteristics.
Introvert: An introvert often displays tendencies toward inward reflection, focusing on internal thoughts, feelings, and moods. It’s important to recognize, however, that introversion exists on a spectrum, and not all introverts will identify strongly with every aspect of this description. While many introverts may prefer less stimulating environments and enjoy solitary activities, this can vary widely among individuals. Some common characteristics associated with introversion include a preference for solitude, but this doesn’t mean they always avoid social interactions. Introverts are often reflective and thoughtful, and they may exhibit deep focus and concentration. Their listening skills are typically well-developed, and they might prefer engaging in deep and meaningful conversations over more surface-level exchanges. However, these traits are not exclusive to introverts and can be present in extroverts as well. It’s also worth noting that introverts can enjoy and thrive in social situations; they might simply need more time alone to recharge afterward.
It is sometimes hard to classify extroverts vs. introverts. Both can mimic the habits of the other. Just because somebody’s job is centered around public speaking doesn’t mean they are extroverted. And just because somebody works mostly alone doesn’t mean they are an introvert.
People learn skills required for their jobs, including skills that are emblematic of introverts and extroverts. A trick I use to understand people’s preferences is to examine how a person spends their free time. For example, when a person goes out on the weekend, do they prefer to be alone or socialize with a few friends, or do they like to be surrounded by a large crowd?
Introverts will use their downtime to recharge, typically in smaller social situations. Extroverts will recharge by connecting with larger groups.
Going From Suck to Awesome
Sucks – Only those who are extroverts ever speak during ceremonies and other team meetings.
Still sucks – Introverts get to speak but are frustrated with unequal and challenging meeting and team dynamics.
Sucks a little less – Everyone can equally participate in ceremonies but only because Agile Coaches, Product Owners, and Scrum Masters intervene.
Awesome – The team independently adjusts team dynamics to allow everyone to participate regardless of their style.
Instead of generically talking about techniques, I am going to give some pointers for typical activities when multiple team members gather.
Adjusting Team Dynamics to Encourage Individual Participation
Standups
Pass the baton – Have a physical aid such as a ball or eraser. (It doesn’t matter what the aid is.) Physically pass it from person to person as people review their stories. Only those with the physical aid can speak. Encourage everyone to respect these rules and wait for their turn to speak.
For virtual teams, use raise-your-hand tools – Lots of video conferencing tools now support the concept of virtually raising your hand. The idea is to note that you would like to speak without interrupting the person currently speaking.
Create a known order of participation – Run down a known list of each person in a specific order. Some teams post the order of participation, so there are no mistakes. Some teams line up in a specific order. Another variation is simply going around the room in the order people happen to assemble.
Start with the introverts – Intentionally let the introverts go first. Even if the extroverts jump in and speak over somebody, at least the introverts will get some airtime at the beginning of each meeting. An additional twist on this is to let the last person who spoke pick the next person to speak. This affords a small amount of control for those who are speaking, which is one of the complaints from people who don’t get to participate.
See Parking Lot Blog for additional information.
Planning
Estimate as a team – This is a good practice no matter what, but estimating as a team has the added benefit of allowing everyone to participate in the planning process.
Write it down – Have everyone write down what stories they want to bring into the Sprint. If your backlog is groomed well, the team could vote independently before the meeting on what stories they would like to see brought into the Sprint.
Grooming
Set small group breakout sessions – Divide the team into smaller groups for parts of the grooming session. Introverts may feel more comfortable speaking in a smaller, less intimidating setting.
Follow up one-on-one – Check in with introverted team members after meetings for their thoughts or concerns. They might be more comfortable sharing in a one-on-one setting.
Demos
Create clear roles and expectations – Assign clear roles and expectations for the demo meeting. Knowing exactly what is expected of them can help reduce anxiety and boost confidence for introverted team members.
Set small group feedback sessions – Instead of only having a large group discussion during the demo, break into smaller groups for feedback. Smaller groups can be less intimidating and may encourage more participation from introverted team members.
Encourage pair presentations – Pair introverts with more extroverted team members for the presentation. This can provide a comfort level and reduce the pressure of presenting alone.
Retrospectives
Have everyone present – Make sure the whole team is present for the retrospective.
Change the format – Teams tend to get stuck in a groove for retrospectives. Different formats will tend to favor different types of individuals. Changing the format every couple of Sprints not only keeps the meeting interesting but allows more team members to participate. For example, using a system where everyone writes their feedback at once and then ScrumMaster aggregates the input is a good way to get everyone to participate.
Introduce anonymous feedback tools – Use anonymous feedback tools for gathering opinions and ideas. This can help introverts express themselves without the pressure of speaking up in front of a group.
Additional Resources
Blog: “How to Become a Better Listener”
Flipping the Topic
Extroverts can learn valuable skills from Introverts. Helping extroverts understand and develop meaningful relationships with other team members with different skill sets can be valuable.
Some ideas include:
Deep listening – Introverts are often skilled listeners. They tend to listen more than they speak, allowing them to understand and process information more thoroughly. Extroverts can benefit from practicing active listening, which involves fully concentrating on what is being said, rather than planning what to say next. This allows for a better understanding of the problems your team may be tackling.
Thoughtful reflection – Introverts usually think before they speak, reflecting deeply on their thoughts and feelings. This reflective nature can be used as a tool to help extroverts make more considered decisions and responses.
Observational skills – Introverts often excel at observing and understanding the nuances in environments and social situations. Extroverts can learn to enhance their observational skills to better read situations and understand others’ perspectives.
Quality over quantity in relationships – Introverts typically invest their time and effort in a select few relationships and are less likely to have a large pool of acquaintances. Extroverts could apply this approach by learning to focus on a few key relationships for more fulfilling connections. This may help their careers progress, given career progression is usually influenced by a few key individuals.
Cautious decision-making – Introverts often take a careful approach to decision-making, weighing all options and potential outcomes. This can be a valuable skill for extroverts to practice in the workplace, allowing time to weigh the pros and cons and ensure their choice will benefit the team as a whole.
Managing energy – Introverts are adept at managing their energy levels, often taking breaks during social interactions to recharge. Extroverts can learn to recognize their own limits and take necessary breaks to maintain their energy and prevent burnout.
Written communication – Introverts often express themselves more comfortably in writing, taking time to articulate their thoughts clearly. Extroverts can benefit from honing their written communication skills for situations where it is the most effective form of communication.
Respect for others’ need for space – Introverts understand the need for personal space and quiet. Extroverts can be more thoughtful in practicing to recognize that some people need more quiet and solitude to thrive.
Conclusion
In conclusion, it’s important for team dynamics to understand introverted and extroverted personalities. We should all challenge the misconception that only extroverts are successful in teams.
Think about each team interaction, and specifically come up with ideas to ensure introverted members are heard and valued. Additionally, there is an opportunity to help extroverts improve upon valuable skills, such as deep listening and reflective thinking, by working more closely with their introverted team members.
It is impossible to have a great team if only part of the team is participating, so a lot rides on focusing on team dynamics and getting everyone to participate.
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