For those in the learning and development (L&D) space, designing training specifically for introverts may seem like a challenge, especially when people take a narrow, stereotypical view of introverts as shy, antisocial shrinking violets. However, once you take a careful look at what introversion really is, it becomes easier to design training that will appeal to extroverts and introverts alike.

What Is Introversion, Anyway?

As defined by the Myers-Briggs Type Indicator (MBTI) model, the core of extroversion and introversion is not about how socially confident you are, but about what energizes you and where you focus your attention. Extroverts prefer to focus on what’s happening in the world, what they are experiencing, how they are interacting with other people, but introverts prefer to focus on their inner world of thoughts and feelings.

This means that introverts typically want time to think before they speak or get into action, they tend to take their turn in conversations rather than talking over others, they need some quiet time for reflection and they want time to recharge after they have had a lot of social interactions. Taking these factors into account should allow designers to develop training that will work for both introverts and extroverts.

Tips for Training Design

Here are some practical steps learning professionals can take to accommodate introverts in their training design:

1. Provide materials in advance.

Many introverts appreciate being given time to look over important materials to prepare for a training session in advance. Having the materials in hand or in an electronic format allows them to conserve their energy for meaningful participation by minimizing distractions and enhancing their ability to process information in a calm, controlled environment.

2. Have a mix of group, small group and individual exercises.

Most introverts enjoy some group activities, but participating in too many of these can be draining. Many prefer to learn with exercises they work through themselves. By having a mix of different sessions, and styles, training programs can be equally effective for both extroverts and introverts.

3. Let everyone have a say.

Introverts will usually think things through before saying anything; extroverts tend to develop their ideas by talking them through. This can mean that when an introvert does say something, it can be lost among the “noise” of extroverts. Structure group exercises so that everyone has a chance to contribute or report out, making it clear in the instructions to both trainers and participants that this will be the case. Introverts will then have a chance to prepare, and extroverts know to leave space for other contributions.

4. Allow time for reflection.

Structure programs so that interactive sessions and group sessions are followed by breaks or independent activities, giving introverts a chance to decompress and process. This does not need to be formally designated a time for reflection, but built-in breaks between social activities give introverts the time they need to think through and reflect on what they have learned.

5. Provide individual feedback.

When feedback is part of the training program, build in individual feedback sessions as well as, or instead of, group discussions. Personalized feedback makes training more meaningful and impactful, especially for introverts who may prefer one-on-one interactions over group discussions.

6. Give learners options.

When the content allows, incorporate eLearning modules and other self-directed training options where everyone, but especially introverts, can work through more complex material at their own pace. Encourage learners to work through some training on their own with time and to revisit the material as needed.

Remember that you are not designing training for introverts; you are designing training for everyone, with a mixture of formats and sessions that will appeal to both extroverts and introverts.

Tips for Training Delivery

Of course, not only does training need to be designed with introverts in mind, it needs to be delivered in a way that works for them too. Here are some additional steps that trainers can take:

1. If you ask a question, wait for an answer.

Remember that introverts like to think through what they are saying before they say it; they mostly don’t just start talking straight away. Don’t be afraid of pauses; maybe count to ten, slowly, before you ask any follow-up questions.

2. Listen to them.

When an introvert asks a question or makes a suggestion, listen to them. This is probably the end of a long thought process. If you brush their idea aside and avoid taking it seriously, you will lose them.

3. Give everyone a voice.

Extroverts can dominate the training room. Use your facilitation skills to ensure that everyone can have a voice, but don’t suddenly and unexpectedly ask an introvert what they think; they may need to process their thoughts first.

4. Think about how you communicate.

Our natural tendency will be to communicate in a way that works for us, but that may not be what participants need. Adjust your approach to accommodate your audience.

5. Allow space for reflection.

Don’t be put off if a participant seems to be staring off into space, rather than looking at you; they may be thinking through what was just discussed or presented.

6. Make yourself available during breaks to answer questions.

Some participants may have been unable to make themselves heard during the session or may have been thinking through exactly what it is they want to ask.

7. Utilize social features like chat in virtual training.

Some introverts may prefer to type their answers rather than go off mute. If available, use a gallery view rather than a speaker view so that you can recognize when people are trying to contribute but can’t get a word in (e.g., their “hand” is raised or their mic is on).

By understanding the differences in what energizes individuals and how they process information, L&D professionals can design and deliver training that embraces the diverse ways in which people learn. This thoughtful approach creates more engaging, effective and inclusive training environments that empower every learner to reach their full potential.