Why introverts make exceptional designers & how leaders can support them
It may surprise some who know me professionally to learn that I identify as an introvert. It similarly almost certainly would surprise most of my neighbors & friends who know me well outside of work to learn that I work in what is often perceived to be a very extroverted profession. Yet, I hope to show today how this is a significant misconception. Introverts not only can succeed in design & leadership but can do so with flying colors. In fact, many of the same qualities that make between 35 - 50% of the world’s population introverted, are the exact same qualities that can make introverts excellent designers.
Why the misconception that designers should be extroverts?
To do UX right, you have to talk to and build relationships with people every single day. You have to negotiate. You have to sell your ideas to ensure they actually get built and shipped. You have to persuade product managers why spending that extra few days speaking with users will benefit the business. You have to convince engineers why fixing that styling or adding in that micro-interaction or animation will actually make the user experience better. Most importantly, you have to show everyone why learning about and from users together will result in better outcomes for the business.
Then there’s the actual user research. Speaking for hours to people who you don’t yet know and who will likely be struggling with your work. Then you have to turn all that insight into great experiences.
On paper, it seems like a job no self-respecting introvert would want. So why are there so many successful UX Designers and Leaders who squarely identify on the introvert side of the spectrum?
That is precisely what I want to discuss today.
What is an ‘introvert’?
It might help for us to define what an ‘introvert’ even is. You see, introverts are very often misunderstood. Most extroverts (and even many introverts) view introverts as “socially awkward”, “anti-social”, and “lacking people skills”. While those traits can be true of some introverts, I have found that definition to not only be unhelpful, but completely false.
I still remember where I was and what I was doing when I first learned the true difference between introverted and extroverted people. It actually has nothing to do with skills, it has to do with where you expend and gain energy:
For a long time, I had a certain idea about what makes an introvert or an extrovert. I had always thought that it works something like this:
- Extroversion relates to how outgoing someone is.
- Introversion is the same as being shy.That was kind of my general perception. Doing just a little bit of reading made it clear very quickly that my thinking was way off!
Introversion and extroversion actually relate to where we get our energy from.
Introverts (or those of us with introverted tendencies) tend to recharge by spending time alone. They lose energy from being around people for long periods of time, particularly large crowds.
Extroverts, on the other hand, gain energy from other people. Extroverts actually find their energy is sapped when they spend too much time alone. They recharge by being social.
— Belle Beth Cooper, “Are You An Introvert Or An Extrovert? What It Means For Your Career”
When I first encountered this definition, it was like a light bulb went on. I’d never felt quite right about the idea that because I often prefer to stay home as opposed to go out around lots of people that I had a social weakness. When I need to be social I can. I even often enjoy it. I even enjoy being the center of attention sometimes (I have participated in many choirs, musical stage productions, I continue to speak publicly, and love to teach others).
Yet in many situations where there isn’t a definite purpose for my being the center of attention, I do slink to the outskirts or just avoid the large crowds to begin with.
It’s All About Energy
What we all need to normalize about introverts or extroverts has nothing to do with skills and everything to do with energy. Extroverts GAIN energy from being the center of attention, and Introverts EXPEND energy from being the center of attention.
The reverse is also true. Introverts GAIN (or recharge) energy by spending time alone or in small groups. Extroverts actually EXPEND energy when they spend too much time alone. Both types of people can be excellent or awkward in social situations depending on skills.
Introversion vs Extroversion is a Scale
It is also very important to understand that like many psychological constructs, introversion vs extroversion is a continuum scale. It’s not one extreme or the other. In fact, being 100% introverted or 100% extroverted is very rare. So don’t be surprised if there is a mix of both.
Characteristics of Introverts
The key idea here is that:
For introverts, to be alone is as restorative as sleeping, as nourishing as eating.
—Jonathan Rauch, Caring for Your Introvert
We as a society need to eradicate the idea that being an introvert means you don’t have social skills (or research or design skills). It just means that introverts have to approach design differently, and allow ourselves to recharge.
It means we love quiet conversations about feelings or ideas.
It means we’re very passionate.
It means we prefer individual or small group conversations.
It means we are deep thinkers.
It means we are good listeners.
It means we’re very self-aware.
It means we prefer observation.
It means we prefer exploring multiple ideas alone before syncing back with the team.
It means we are less likely to fall into “design by committee”.
It means we are often very detail oriented.
It means we form deep relationships (quality) rather than quantity.
In fact, if you think about it, these are all characteristics of great UX Designers.
Here are just some of the ways these introverted characteristics can actually be an advantage in UX Design rather than a disadvantage.
1. UX often happens in small groups.
The good news is that most of the UX process happens in small groups (teams) of people that frequently see each other and work together. The most effective research is conducted individually. All of this works to an introvert’s advantage because of their tendency to invest deeply in relationships and the fact that they gain energy from interacting in small groups.
2. Introverts are excellent user researchers.
Because introverts are naturally good listeners and excel at observation, they often make great user researchers. They enjoy silence and are less prone to “lead the witness” during a research session. They can let pauses drag on, which often prompts extroverted research participants to provide more detail. Since they don’t like the spotlight, they are always looking to put the user in the spotlight. This leads to fantastic research findings.
3. Introverts often form deep relationships which make them excellent at working with stakeholders
Since introverts gain energy from 1 on 1 or small group interactions, they usually develop deep relationships with those they interact with regularly. 1 on 1 conversations feel energizing so they tend to seek them out more. I’ve observed that since introverts tend to spend more time “recharging” in their own thoughts, self-awareness tends to be one of their strengths. This leads to a genuine appreciation of others and vast desire for & concern with people. This often results in genuine, deep relationships.
This skill translates extremely well in design when it comes to building relationships with team members and stakeholders. In the words of Carl W. Buehner:
“I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.”
— Carl W. Buehner (1971)
People that make others feel important, valued, or respected tend to accomplish more impressive results. Why? Because they end up inspiring them. Author, speaker, and optimist Simon Sinek has said:
There are only two ways to influence human behavior: you can manipulate it or inspire it.
—Simon Sinek
All of us—I’m certain—have experience those who attempt to influence human behavior through manipulation. Those around them usually resent them and unless under their direct authority, usually push back on them.
Inspiration on the other hand often results from feeling great around others. We want to follow them or help them out because of the way we feel when we interact with them. It is by far the more effective way of influencing others—and introverts excel at it. It is by far the biggest reason so many effective leaders (and designers) self-identify as introverts.
Don’t believe me? Here are just some of the world’s most successful leaders who self-identify as introverts:
- Tim Cook, CEO of Apple’
- Bill Gates, Co-founder of Microsoft
- Jeff Bezos, Co-founder of Amazon
- Elon Musk, Founder of Tesla & Space-X
- Sergey Brin, Co-founder of Google
- Marissa Mayer, Former CEO of Yahoo!
- Warren Buffet, CEO Berkshire Hathaway
- Peter Thiel, Co-founder PayPal
- Steve Wozniak, Co-founder Apple
- Mark Zuckerberg, Founder & CEO Facebook
4. An introvert’s need for processing feedback alone is a strength when receiving feature requests & make them less likely to fall into “design by committee”.
One characteristic of introverts is their need for processing feedback on their own. This can actually be a strength, though, when receiving feature requests from users, stakeholders, or management. It can help them understand the issue better, and place the request in context of the greater problem space & user outcome the team is going for.
Introverts are often less prone to immediately implementing something just because someone surfaced an idea. Or if they do, they do so intentionally after thoughtful review. Processing feedback alone, also helps introverts make connections that would never have come to light without their thoughtful consideration.
Maybe most importantly, introverts are far less likely to fall into “design by committee”. They thoughtfully consider multiple angles and due to their need to process alone, usually give in less to peer pressure of trying to satisfy everyone. They consider everyone’s point of view, and then return with their reasons for the direction they’re proposing.
5. Their tendency to think things through before they speak make them great at working with engineers.
Because many engineers are often also introverted, introverted designers are often excellent at working with engineers. They think before they speak which can result in much more thorough thinking around edge cases and how the UI should react in situations that vary from the ‘happy path’. Engineers greatly appreciate this thinking. This type of edge case anticipation often increases speed, trust, and quality of the final outcome delivery.
How to care for Introverts if you’re their extroverted leader
If you have team members that lean toward the introvert side of the scale, but lean extrovert yourself, it is very important that you are mindful of the differences and avoid Affinity or Similarity bias. Why? The reason is that very likely that you’re making incorrect assumptions about them and are not ‘caring for [them] properly’:
Do you know someone who needs hours alone every day? Who loves quiet conversations about feelings or ideas, and can give a dynamite presentation to a big audience, but seems awkward in groups and maladroit at small talk? Who has to be dragged to parties and then needs the rest of the day to recuperate? Who growls or scowls or grunts or winces when accosted with pleasantries by people who are just trying to be nice?
If so, do you tell this person he is “too serious,” or ask if he is okay? Regard him as aloof, arrogant, rude? Redouble your efforts to draw him out?
If you answered yes to these questions, chances are that you have an introvert on your hands — and that you aren’t caring for him properly.
— Jonathan Rauch, Caring for Your Introvert
Ok. So you want to do better. How do you start? First, it will help to understand where on the continuum each team member is. This can give you ideas on how you can best support & enable them. The best way is to have a conversation with each direct report on the topic. If you need further assistance, there is a great personality quiz on lonerwolf.com that has some great questions that can help provide some conversation starters.
Once you have identified those on your team who lean more toward the introvert side of the scale, here are some suggestions on how you can work with & support those team members better:
- RESPECT THEIR NEED FOR PRIVACY
Allow them time & space for privacy when needed. If they don’t turn their camera on in a Zoom meeting this might not mean they aren’t engaged. It might just mean they’re feeling a little overwhelmed. - NEVER EMBARRASS THEM IN PUBLIC
Embarrassment in public is a fear of many introverts. It has a much greater impact on them than you might realize. Even positive feedback can be viewed as a negative experience when done in public for some introverts. Get to know them & how they like feedback/recognition. - LET THEM OBSERVE FIRST IN NEW SITUATIONS
Introverts are expert observers. They also can get nervous being put on the spot. When introducing an introvert to a new team or giving them a new assignment, make sure to allow time and space to observe and get the lay of the land before expecting significant contribution in a group setting. This helps them learn, think, and form their own perspectives they can later bring to the table. - GIVE THEM TIME TO THINK. DON’T DEMAND IMMEDIATE ANSWERS.
Even after becoming accustomed to the team or space, allow them time to think. When asking for feedback or an answer for them, give them a chance to consider their response first. You will likely want to jump right in, make decisions in the meeting, and get going with the solution. Recognize that introverts need time for processing and that this is actually a great thing. - DON’T INTERRUPT THEM.
Getting interrupted isn’t a positive experience for anyone, but it can especially affect introverts negatively. Do your best to to listen and thoughtfully consider their ideas before moving on. (Even when you’re going in a different direction from their ideas). This is especially important in big group settings. Remember, your introverted team member is expending energy in a large group setting rather than gaining it. - GIVE THEM ADVANCED NOTICE OF EXPECTED CHANGES.
Introverts greatly appreciate knowing in advance when a big change is coming (and learning about it 1:1). Giving advanced notice on when they’re being moved to a different project, ample time to prepare for a presentation or group facilitation session can go a long way. - GIVE THEM 15 MINUTES NOTICE TO FINISH WHATEVER THEY’RE DOING.
If you need to speak with them, or need to grab them urgently for something, introverts appreciate giving them at least 15 minutes to wrap up what they’re doing. Being thrust urgently into a new situation can feel especially jarring to an introvert. Whenever possible, allow them time to wrap up & prepare for something new. - GIVE THEM FEEDBACK ON HOW TO IMPROVE PRIVATELY.
No matter how you provide positive feedback, never provide feedback on growth to your introverted teammate in public. They will take feedback, direction, and criticism much better in private. After delivering your message, also make sure they have some time to consider it in private and then get back to you later on next steps when needed. - TEACH THEM NEW SKILLS PRIVATELY OR IN A SMALL GROUP
Whenever possible, it’s also best to do training, coaching, & skill development privately or in a small group. They will retain more, will participate more, and the time spent will result in a much bigger return. Also, incorporate both individual “homework” learning activities into any training courses in addition to breakout groups. - HELP THEM FIND ONE ‘BEST FRIEND’ AT WORK WHO HAS SIMILAR INTERESTS & HOBBIES.
When considering community development, cultural initiatives, & onboarding programs, consider how these can resonate with introverts as well as extroverts. One suggestion is to help connect them with a mentor or onboarding buddy who shares similar interests, backgrounds, or hobbies as they do. Allowing them to develop 1 on 1 connections from the start will be much more meaningful than large group resources. (Both are important of course). - DON’T PUSH THEM TO MAKE LOTS OF FRIENDS.
Let them ease into networking and relationship building. Pushing them into making lots of friends or connections at the company in a short amount of time can feel very overwhelming. - RESPECT THEIR INTROVERSION. DON’T TRY TO MAKE THEM INTO EXTROVERTS.
This may be the single most important thing a leader can do. It, of course, goes both ways, but please recognize that your introverted teammate is an extremely capable, effective addition to your team. Create a space and a path for introverts to succeed in your org. Don’t assume just because they get energy from alone time that they are incapable of presenting to large groups or leading large teams. They bring a lot to the table, but trying to treat them the same as you would an extrovert will result in burn out, frustration, decrease in work quality, and overall mental health struggles.
Conclusion
I hope that if you are an introverted designer this has given you hope, confidence, and the knowledge that there ABSOLUTELY is a place for you in this industry. Not only is there a place for you, but you add a lot to our discipline. I also hope that this has given you some ideas on how you can recharge more, set some limits, and be more meaningful in how you care for yourself going forward.
If you are a design leader caring for an introverted designer, I hope this has created awareness of how you might care for your team a little more effectively.
Here’s to the hope that we all can do just a little better at supporting the introverts in our lives and that we introverts can do just a little better in supporting and recognizing value in ourselves.
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