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Creating Introvert-Friendly Workplaces: How to Unleash Everyone’s Talent and Performance
"This important book offers organizations the keys to introvert inclusion."
—Susan Cain, New York Times bestselling author of Quiet Influence
The first guide to creating a welcoming culture that maximizes the powerful contributions introverts bring to the workplace.
As the diversity, equity, and inclusion wave widens and deepens its reach, introversion is becoming a natural part of that movement. After all, about half the population identify as introverts, but many organizations are stuck in traditional extrovert-centric workplace cultures that reward people for speaking up publicly, expect them to log face time, and employ hiring and promotion practices rooted in the past. This ultimately discourages introverts from contributing and reaching their full talent potential, which could have a major impact on the bottom line.
"Champion for introverts" Jennifer Kahnweiler offers a road map for everyone in the workplace--including leaders, human resource managers, and team members--to create inclusive, introvert-friendly cultures. Kahnweiler provides an assessment to determine how introvert friendly your organization is and looks at every aspect of organizational life--hiring, training, leading, communicating, meeting, designing workplaces, and more--through an inclusive lens.
You'll discover how to make open-space offices introvert friendly, what the best practices are for encouraging introverts to participate on teams, which training techniques work best for introverts, and how to make remote positions work.
—Susan Cain, New York Times bestselling author of Quiet Influence
The first guide to creating a welcoming culture that maximizes the powerful contributions introverts bring to the workplace.
As the diversity, equity, and inclusion wave widens and deepens its reach, introversion is becoming a natural part of that movement. After all, about half the population identify as introverts, but many organizations are stuck in traditional extrovert-centric workplace cultures that reward people for speaking up publicly, expect them to log face time, and employ hiring and promotion practices rooted in the past. This ultimately discourages introverts from contributing and reaching their full talent potential, which could have a major impact on the bottom line.
"Champion for introverts" Jennifer Kahnweiler offers a road map for everyone in the workplace--including leaders, human resource managers, and team members--to create inclusive, introvert-friendly cultures. Kahnweiler provides an assessment to determine how introvert friendly your organization is and looks at every aspect of organizational life--hiring, training, leading, communicating, meeting, designing workplaces, and more--through an inclusive lens.
You'll discover how to make open-space offices introvert friendly, what the best practices are for encouraging introverts to participate on teams, which training techniques work best for introverts, and how to make remote positions work.
192 pages, Paperback
Published June 16, 2020
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Displaying 1 - 6 of 6 reviews
July 11, 2020
Creating Introvert Friendly Workplaces by Jennifer B. Kahnweiler, PhD
Building training packages and programs for larger businesses inadvertently becomes a challenge of meeting the needs of the CEO. Recognizing the percentage of CEO’s, upper management, and other leaders within a company who are introverts seems like a no-brainer, yet obviously there’s a corollary between recognition and administration.
If you can’t follow the bell-curve in this niche, you’ll likely get your walking papers, but
Kahnweiler obviously has the dynamic figured out in her book. There’s a solid basis for creating introvert friendly spaces, and she’s got that mastered. To the point she’s teaching the process and making it a course of its own. I might need to recommend this book to several coaches I’ve worked with who don’t understand the need for introverts to work outside the workplace for their own personal security.
Starting it out with an identifying quiz was a great place to begin. Then I kept finding great little tidbits of information that seriously adds insight to the workplace, and any jobs where I find myself working with an introvert. I’m astounded by the process she uses.
And she shares it.
One thing that caught my eye was the need for quiet spaces. As a “sometimes introvert” I find myself ramping up the stress if my space gets overly crazy. I need quiet spaces, and Kahnweiler made it known in her book that this can be an unreasonable requirement for introverts. The key being the provision of quiet spaces within the workplace. Mindfulness, meditation, and quiet spaces along with space for employees to feel safe during their working day offered resourceful pigeonholing without restricting job or work behavior.
Design elements of the workplace brings new consideration that might be unthought-of by some.
The recommendations in her book offered a kind of peaceful trend that could be incorporated into office planning and zoning, for more businesses.
Krahnweiler talks about the significance of workplace history and how it applies to the provision for various individual needs. These resources allow more people to recognize the need and offer functional and helpful centers of work for all types of personalities.
Throughout the book, consideration for sensory perception, ideological flex work situations, and workplace options offered ideas for increasing productivity and getting the job done. A big benefit of this book is the keen observation of finding the right kind of employees for the job and specifically finding ways to incorporate operational relationships, workplace situations, and alternatives for all employees. Including these in the overall workplace allows individuals to find their performance niche and remain employed even when the job requires them to step outside their comfort zone and just get the job done.
The concept of embracing all ideas, building teams, and developing leadership teams appeals to me as a business owner. I would definitely recommend this book to other business leaders.
There’s a place for better leadership within the business industry.
4.5 stars. Well written first-person book.
Building training packages and programs for larger businesses inadvertently becomes a challenge of meeting the needs of the CEO. Recognizing the percentage of CEO’s, upper management, and other leaders within a company who are introverts seems like a no-brainer, yet obviously there’s a corollary between recognition and administration.
If you can’t follow the bell-curve in this niche, you’ll likely get your walking papers, but
Kahnweiler obviously has the dynamic figured out in her book. There’s a solid basis for creating introvert friendly spaces, and she’s got that mastered. To the point she’s teaching the process and making it a course of its own. I might need to recommend this book to several coaches I’ve worked with who don’t understand the need for introverts to work outside the workplace for their own personal security.
Starting it out with an identifying quiz was a great place to begin. Then I kept finding great little tidbits of information that seriously adds insight to the workplace, and any jobs where I find myself working with an introvert. I’m astounded by the process she uses.
And she shares it.
One thing that caught my eye was the need for quiet spaces. As a “sometimes introvert” I find myself ramping up the stress if my space gets overly crazy. I need quiet spaces, and Kahnweiler made it known in her book that this can be an unreasonable requirement for introverts. The key being the provision of quiet spaces within the workplace. Mindfulness, meditation, and quiet spaces along with space for employees to feel safe during their working day offered resourceful pigeonholing without restricting job or work behavior.
Design elements of the workplace brings new consideration that might be unthought-of by some.
The recommendations in her book offered a kind of peaceful trend that could be incorporated into office planning and zoning, for more businesses.
Krahnweiler talks about the significance of workplace history and how it applies to the provision for various individual needs. These resources allow more people to recognize the need and offer functional and helpful centers of work for all types of personalities.
Throughout the book, consideration for sensory perception, ideological flex work situations, and workplace options offered ideas for increasing productivity and getting the job done. A big benefit of this book is the keen observation of finding the right kind of employees for the job and specifically finding ways to incorporate operational relationships, workplace situations, and alternatives for all employees. Including these in the overall workplace allows individuals to find their performance niche and remain employed even when the job requires them to step outside their comfort zone and just get the job done.
The concept of embracing all ideas, building teams, and developing leadership teams appeals to me as a business owner. I would definitely recommend this book to other business leaders.
There’s a place for better leadership within the business industry.
4.5 stars. Well written first-person book.
July 10, 2020
Creating Introvert-Friendly Workplaces addresses the question, “how can we tap into the potential of introverts and support their working styles in traditional extroverted workplace cultures?”
Kahnweiler has been studying the temperament of introverts and believes that extroverts are allies who can and should speak up for the quieter introverts. She has conducted an Introvert-Friendly Organization Survey (which is included in the Appendix of this book) in order to gather more information about the challenges introverts face at work.
Kahnweiler expresses concern for the dangers that companies face when they become comfortable as monocultures and “echo chambers of uniformity.” She explains that in today’s workplace, diversity is expanding but she also believes there is one area of diversity that is not being talked about enough.
“This aspect of diversity, which falls under the umbrella category of neurodiversity, is temperament, and it includes introversion and extroversion.”
Creating Introvert-Friendly Workplaces offers bullet point definitions of what an introvert is, their uniqueness, strengths and how they contribute to the work force. Kahnweiler stresses the importance of tapping into this uniqueness rather than attempting to turn them into extroverts, as some companies have tried to do. She addresses such things as creating an introvert friendly atmosphere, attracting introvert talent, creating an introvert friendly hiring process,
She devoted a chapter on how to lead and coach introverts, disproving some of the myths that people have about that temperament.
Kahnweiler has offered names companies that harness introvert power to demonstrate how well this technique of harnessing the power of all employee’s personal talent is beneficial to the employer.
Creating Introvert-Friendly Workplaces identifies seven key functions that organizations
should address to create more “introvert-inclusive cultures and work practices,” as well as five key ways to create an introvert-friendly workplace.
Kahnweiler has developed a comprehensive litmus test to determine whether someone is more introverted or extroverted and also offers quizzes the reader can use to find out what your organization has in place for introverts, presenting and another table to compare how your company can be improved. Creating Introvert-Friendly Workplaces has some exceptionally good questionnaires in the Appendix to help organizations implement her suggestions.
Referencing studies on communicating with introverted people, she offers a guideline on how to open up the would of communication with those less likely to initiate a conversation
Finally, it is important to realize that holding space for silence must extend to actual conversations as they are taking place as “…trust and understanding are the basis of meaningful communication.” pg 57
She devotes a chapter to designing the workplace setting and includes photographs with advice on what to watch for and how to secure the correct amount of privacy for workers. Kahnweiler also offers suggestion on how to create remote work effectively while still building relationships,
Her book is professionally written. She offers personal testimonies, concluding her thesis in each chapter with bullet points at the end and a comprehensive summary to conclude those thoughts. Though some of what she says is repetitive and a couple of her chapters could possibly have been combined the book is thorough and offers a unique outlook on creating a stronger workplace.
Kahnweiler has been studying the temperament of introverts and believes that extroverts are allies who can and should speak up for the quieter introverts. She has conducted an Introvert-Friendly Organization Survey (which is included in the Appendix of this book) in order to gather more information about the challenges introverts face at work.
Kahnweiler expresses concern for the dangers that companies face when they become comfortable as monocultures and “echo chambers of uniformity.” She explains that in today’s workplace, diversity is expanding but she also believes there is one area of diversity that is not being talked about enough.
“This aspect of diversity, which falls under the umbrella category of neurodiversity, is temperament, and it includes introversion and extroversion.”
Creating Introvert-Friendly Workplaces offers bullet point definitions of what an introvert is, their uniqueness, strengths and how they contribute to the work force. Kahnweiler stresses the importance of tapping into this uniqueness rather than attempting to turn them into extroverts, as some companies have tried to do. She addresses such things as creating an introvert friendly atmosphere, attracting introvert talent, creating an introvert friendly hiring process,
She devoted a chapter on how to lead and coach introverts, disproving some of the myths that people have about that temperament.
Kahnweiler has offered names companies that harness introvert power to demonstrate how well this technique of harnessing the power of all employee’s personal talent is beneficial to the employer.
Creating Introvert-Friendly Workplaces identifies seven key functions that organizations
should address to create more “introvert-inclusive cultures and work practices,” as well as five key ways to create an introvert-friendly workplace.
Kahnweiler has developed a comprehensive litmus test to determine whether someone is more introverted or extroverted and also offers quizzes the reader can use to find out what your organization has in place for introverts, presenting and another table to compare how your company can be improved. Creating Introvert-Friendly Workplaces has some exceptionally good questionnaires in the Appendix to help organizations implement her suggestions.
Referencing studies on communicating with introverted people, she offers a guideline on how to open up the would of communication with those less likely to initiate a conversation
Finally, it is important to realize that holding space for silence must extend to actual conversations as they are taking place as “…trust and understanding are the basis of meaningful communication.” pg 57
She devotes a chapter to designing the workplace setting and includes photographs with advice on what to watch for and how to secure the correct amount of privacy for workers. Kahnweiler also offers suggestion on how to create remote work effectively while still building relationships,
Her book is professionally written. She offers personal testimonies, concluding her thesis in each chapter with bullet points at the end and a comprehensive summary to conclude those thoughts. Though some of what she says is repetitive and a couple of her chapters could possibly have been combined the book is thorough and offers a unique outlook on creating a stronger workplace.
October 10, 2024
3.5 stars…
So I thought it was great info but not enough advice on how to change the culture as an introverted person (for the record I identify as ambivert) or from a middle management or non-managerial position bc I honestly don’t know of many extroverts who would pick this book up or would care to do anything else aside from changing their introverted employees into extroverts (not the right answer). I have been blessed with an opportunity to be part of a senior leadership team so I could be part of the culture change to create an introvert friendly environment. I try to be conscious and give everyone in the room an opportunity to speak when I’m leading a meeting; when I ask questions I tell everyone to think about it and get back to me either next meeting or one-on-one/writing whatever they feel more comfortable doing so I’m not forcing anyone to think on the spot and I make sure to give my introverted members an opportunity to lead. However, I don’t think I can address this as an issue at the corporate level (even though I recognize it as an issue since the vast majority of the people I work with are introverted and the majority of the leaders are extroverted) bc of how many hi-vis crisis we have; high rates of suicide, high sexual assault rates, allegations of discrimination from every single group. The introvert mantle is not one I can stand on so I was hoping this had tips to help the introverts among me be the catalyst that changes our culture. Anyway, I still recommend this as a great read. Especially if you’re an extroverted leader. This will give you tips on how to change your work culture and how you interact with those around you.
So I thought it was great info but not enough advice on how to change the culture as an introverted person (for the record I identify as ambivert) or from a middle management or non-managerial position bc I honestly don’t know of many extroverts who would pick this book up or would care to do anything else aside from changing their introverted employees into extroverts (not the right answer). I have been blessed with an opportunity to be part of a senior leadership team so I could be part of the culture change to create an introvert friendly environment. I try to be conscious and give everyone in the room an opportunity to speak when I’m leading a meeting; when I ask questions I tell everyone to think about it and get back to me either next meeting or one-on-one/writing whatever they feel more comfortable doing so I’m not forcing anyone to think on the spot and I make sure to give my introverted members an opportunity to lead. However, I don’t think I can address this as an issue at the corporate level (even though I recognize it as an issue since the vast majority of the people I work with are introverted and the majority of the leaders are extroverted) bc of how many hi-vis crisis we have; high rates of suicide, high sexual assault rates, allegations of discrimination from every single group. The introvert mantle is not one I can stand on so I was hoping this had tips to help the introverts among me be the catalyst that changes our culture. Anyway, I still recommend this as a great read. Especially if you’re an extroverted leader. This will give you tips on how to change your work culture and how you interact with those around you.
February 24, 2021
Companies are made for extroverts. An old saying: the baby who cries the loudest the most milk gets; he proves it.
However, introverts are a great asset for companies, they can be great thinkers, problem solvers, etc.
How do you make them successful in organizations?
The book “Creating Introvert-Friendly Workplaces: How to Unleash Everyone’s Talent and Performance” by Jennifer B. Kahnweiler PhD gives us several tips:
- First of all, we must change the way companies attract their talent to allow introverts to want to work in them.
- Once entering, the form of leadership must change. From shouts to a more rational and intellectual way.
- Introverts like written communication better. Can we do more written communication than oral and telephone?
- New office spaces, open and borderless, are not necessarily the best for introverts. How to make them productive?
- Working at home is definitely something that can help introverts to be better and more productive.
- Build work teams with introverts and extroverts How to do what functions?
- Development and learning: introverts are sometimes not taken into account in courses like extroverts. How to make this change?
Excellent book by Jennifer Kahnweiler, it is worth thinking about and implementing it in companies, I think they can be more successful.
However, introverts are a great asset for companies, they can be great thinkers, problem solvers, etc.
How do you make them successful in organizations?
The book “Creating Introvert-Friendly Workplaces: How to Unleash Everyone’s Talent and Performance” by Jennifer B. Kahnweiler PhD gives us several tips:
- First of all, we must change the way companies attract their talent to allow introverts to want to work in them.
- Once entering, the form of leadership must change. From shouts to a more rational and intellectual way.
- Introverts like written communication better. Can we do more written communication than oral and telephone?
- New office spaces, open and borderless, are not necessarily the best for introverts. How to make them productive?
- Working at home is definitely something that can help introverts to be better and more productive.
- Build work teams with introverts and extroverts How to do what functions?
- Development and learning: introverts are sometimes not taken into account in courses like extroverts. How to make this change?
Excellent book by Jennifer Kahnweiler, it is worth thinking about and implementing it in companies, I think they can be more successful.
August 28, 2022
This book is intended for HR, DEI professionals, trainers, and organizational development leaders. But as an introvert, I find this book really comforting and encouraging. Although there have been developments and constant promotion of workplace diversity, equity, and inclusion programs in recent years, neurodiversity, temperament, which includes introversion and extroversion is not being talked about enough (as mentioned in the book). To this day, from my personal experience, I believe that many are still less aware of what introversion really is, and extraverted behavior is still very much appreciated and encouraged in the workplace. Introverts’ bringing their authentic self into the workplace still puts them in a tricky situation.
Jennifer Kahnweiler, being an extrovert, makes the book more reliable and objective. It is also short and straightforward but thorough. This book is a must-read for leaders of organizations, whether large or small, who wish to create a more inclusive workplace. I also recommend this book to my fellow introverts.
Jennifer Kahnweiler, being an extrovert, makes the book more reliable and objective. It is also short and straightforward but thorough. This book is a must-read for leaders of organizations, whether large or small, who wish to create a more inclusive workplace. I also recommend this book to my fellow introverts.
May 27, 2022
Quick and easy read. Some great ideas about creating an introvert-friendly workplace from the first interview to office environment to team meetings. Good resource, especially for extroverts.
Displaying 1 - 6 of 6 reviews