Techniques For Engaging Stakeholders In Brainstorming

I used to struggle to share my ideas in meetings bustling with dominant voices. Not because I was scared, but because I never felt comfortable. Ouch. My seniors and peers often told me: "Speak up, have a presence, be bold!" Well-intentioned advice. But the brutal truth was that I didn’t feel psychologically safe. So when I took on the role of a people manager, I became the leader I needed. I took on a mission to create a safe space where every team member could share their brilliance, their quirks, their questions, their doubts and feel heard. Here are 3 rarely-used strategies I adopted: ✅ Silent brainstorming: I replaced vocal discussions with written ideas; preventing the loudest voice from dominating. We'd share our thoughts by ideating in silence and voting together.🚀 The best part? No one knew whose idea was winning, leveling the playing field for diverse perspectives. ✅One-pagers for every meeting: People process information differently. To include everyone, I ensured every meeting had a one-pager for context and a list of attendees. This way, team members could prepare in their own way, and those who felt their presence wasn't essential could choose to opt-out. ✅ Mini Workshops > Meetings: These mini workshops were designed to encourage deep thinking, collaborative brainstorming, and silent reflection. Everyone had their moment to shine. We always left with 1-3 actionable takeaways — co-created and ready for implementation. 🚀 In the end, it wasn't about changing my personality; it was about embracing it and finding innovative ways to lead effectively. 💪 By creating a safe space for my team, I not only unlocked their potential but also learned the true power of silence in a world that often favors the loudest voices. What do you think about this leadership style? #leadership #product #teammanagement #womenintech #productmanagement #productmanager

Ever been on a team that's too quiet? Not focused-quiet. But hesistant-to-speak-up quiet. I once worked with a leader whose motto was: "Silence is 100% agreement." We would chuckle politely. Our silence wasn't agreement. It was fear. Here's what I've learned after nearly two decades coaching people leaders. People don't need to find their voice. They need to feel safe using it. Here are 6 ways to create that safety, without forcing anyone to speak before they're ready: 1. Listen to learn ↳ Pause before responding: "Help me understand your thinking on…" ↳ Reflect back: "Here's what I heard, did I get that right?" ↳ Let people know when their input reshapes your thinking 2. Build confidence before the spotlight ↳ Pair teammates as "thinking partners" to test ideas before meetings ↳ Use 1:1s to help less vocal members frame input as exploratory questions ↳ Normalize iterations. "What if we considered…" often sparks breakthroughs. 3. Model transparent communication ↳ Share your thinking: "Here's my view and why I see it this way…" ↳ Be open about uncertainty. It gives others permission to speak ↳ It's okay to change your mind in public when presented with strong alternatives 4. Facilitate solution-building sessions ↳ Ask: "What would success look like for everyone involved?" ↳ Use "Yes, and…" to build momentum, not shut it down ↳ Try brainstorm rules: build on others' ideas before introducing new ones 5. Disagree without making it personal ↳ Start with: "We're debating the approach, not anyone's expertise" ↳ Use neutral framing: "There are different perspectives here" ↳ Keep feedback focused on outcomes and impact, not personality 6. Make space for the quiet thinkers ↳ End with: "Let's reflect for 24 hours before deciding" ↳ Send pre-reads with clear reflection prompts ↳ Start key conversations with a few minutes of silent thinking When you shift from demanding participation to designing for it, you're not just changing meetings. You're redefining how power flows through your organization. How do you create space for insight that isn't loud? ♻️ Feel free to share if you're working toward conversations where every voice has room. ➕ If you lead people, this space is for you. Follow me, Michelle Awuku-Tatum for insights on: ↳ Human-centered leadership, resilient teams, and intentional culture.

Introverts aren't broken extroverts. They're brilliant power players waiting to be unleashed. Here's what works: 👇🏾 1/ Close Your Gaps ↳ Strong, inclusive leadership for introverts starts with self-awareness. Stop rewarding loudness and overlooking quiet excellence. 🎯 Ask Yourself: ↳ “Am I prioritizing volume over value?” ↳ “Do I equate silence with disengagement?” 2/ Use Equal Phatics (Smart Small Talk) ↳ Small talk isn’t fluff - it’s a trust-building tool. For introverts, depth matters more than surface. 🎯 Ask Better Questions: ↳ “What’s been the most exciting part of your week?” ↳ “What’s the toughest challenge you’re tackling right now?” 3/ Open the Circle ↳ Introverts rarely self-nominate, but they excel when invited into high-value spaces. 🎯 Actionable Tip: Say: “You’ve been observing this - what do you think we’re missing?” 4/ Monitor Turn-Taking ↳ Meetings reward loud voices, leaving quiet ones out. Let's change that. 🎯 Actionable Tips: ↳ Start with a “silent brainstorm” where everyone writes ideas before sharing. Tools like easyretro.io and slido are great for this. ↳ Use pre-reads and invite comments in advance ↳ Midway through a meeting, ask: “Who hasn’t spoken yet? What’s your perspective?” 5/ Deblur Language ↳ Vague instructions create anxiety and guesswork. Be clear. 🎯 Be Specific: Instead of “Think outside the box,” say: “Bring three unconventional solutions to the team by Friday.” 6/ Engage in Micro-Interventions ↳ Microaggressions silence introverts further. Intervene swiftly. 🎯 How to Act: ↳ Redirect: “Let’s revisit Jamie’s earlier point—it’s worth exploring.” ↳ Highlight: “Jane wasn’t finished. Let’s hear the rest of her thought.” ↳ Ask: “What did you mean by that?” 7/ Hold Space with Mastery ↳ Introverts thrive when they feel understood, not just heard. 🎯 Use These Tools: ↳ Questioning: “What would you do differently with more resources?” ↳ Pausing: Embrace silence—it shows you value their thoughts. ↳ Validating: “That’s an insightful perspective.” ↳ Playback: “So you’re suggesting X instead of Y—did I get that right? ----- Bottom Line: Introverts don’t need to change. They need leaders who unlock their brilliance. By mastering these strategies, you’ll empower your quiet team members and unleash innovation, collaboration, and excellence across your organization. ❓Let' me know what other strategies I missed in the comments below! 👇🏾 ---- ♻️ Repost to share this playbook for working with quieter/introverted employees with your network 🔔 Follow 🔥 Chauncey Nartey, SHRM-SCP, ACC for more modern career insights!

Ensure all voices are heard by leaning into CURIOSITY! Designing inclusive working sessions can start by inviting questions from EVERYONE- for example, the technique below honors introverted voices and fosters diverse perspectives. Try out some of these practical techniques below in your next meeting or collaboration session… Quiet Reflection Time:  ↳ Create an environment where everyone feels comfortable sharing their thoughts. Structured Brainstorming Sessions:  ↳ Ensure each participant has designated speaking time to reduce pressure. Rotating Facilitators:  ↳ Vary leadership styles and ensure diverse voices are heard throughout discussions. One-on-One Discussions or Smaller Group Settings:  ↳ Provide intimate settings where introverts can freely express their ideas. Techniques like this create an environment where everyone feels comfortable sharing their thoughts. This approach isn't just about diversity. It's about harnessing the power of all perspectives. Together, we can foster environments where every voice contributes to success. Let's ensure that every team member feels empowered to bring their best to the table.