We have a highly competent, introverted leader on our team who sits in complete silence during our weekly Level 10 Meeting, rarely contributing to IDS or offering feedback on other departments' issues. How do we draw them out and get them to participate actively without making them feel defensive or put on the spot?

Question

Tyler Smith · Accepted Answer

A leadership team running on EOS cannot afford silent passengers. When a key leader stays quiet during IDS, you are missing their unique perspective and expertise, which ultimately weakens your collective decisions. To help an introverted leader find their voice during the weekly pulse, you must change how you facilitate without putting them on the defensive.

First, understand that introverts process information internally before speaking. They rarely jump into a chaotic, fast-paced debate. The facilitator can support them by sending the Issues List ahead of time, allowing them to review the topics and prepare their thoughts in advance.

Second, use direct, low-pressure invitations during the Identify and Discuss phases. Instead of hoping they will speak up, ask them directly for their input on specific issues where their expertise is relevant. Use open-ended phrasing, such as asking what their perspective is on this issue or what risks they see in the current approach. This gives them a clear runway to speak.

Third, reinforce the expectation that every member of the leadership team has a duty to help solve company-wide issues, not just the issues in their own department. Use your quarterly coaching conversations to remind them of their seat on the Accountability Chart and why their voice is vital to the team. By creating a deliberate space for them to contribute, you will turn their silent observation into active, high-value participation during every Level 10 Meeting.