Supporting introverted volunteers is about creating a space where they feel safe to contribute without feeling overwhelmed. It's about understanding that their energy comes from internal reflection, not external interaction. Begin by offering choices in how they communicate either in written reports, email updates, or one-on-one discussions, rather than always requiring verbal participation in large groups. During team meetings, encourage them to share their ideas in writing or through a private message if they feel uncomfortable speaking up. It is important to make it clear that their perspective is valuable and that their quiet, thoughtful approach is essential to the team's success.

1. Create safe spaces for sharing ideas (e.g., async feedback, one-on-ones). 2. Acknowledge contributions privately and publicly. 3. Offer flexible roles that match their strengths. 4. Encourage participation without pressure. 5. Foster a culture of respect and listening. Small efforts make a big difference!

A problem that is often overlooked is the tendency to expect introverted volunteers to adapt to more extroverted or ambiverted norms. Instead, it's important to give them a comfortable space where they feel safe and respected. The best way to acknowledge their presence is by helping them identify their strengths and aligning their tasks accordingly. Don’t push them to change who they are—being introverted is their natural way of being. The key is to stay beside them as a pillar of support, offering encouragement, not pressure.

Là, on est vraiment sur un enjeu majeur de management. On les voit ceux qui sont actifs, qui courent partout, qui rient, qui animent les équipes. Mais on voit moins ceux qui sont discrets. Ils sont plus délicats à manager, leurs contributions sont plus discrètes et parfois intangibles. Le rôle du manager est de connaître chaque membre de son équipe, et de le comprendre dans ses spécificités. Le seul moyen, c'est d'être là et de parler avec tout le monde, tout le temps. Et surtout de mettre en oeuvre la qualité n°1 de tout manager : l'écoute !