Let us bring more introverts to the table
“Persistence isn’t very glamorous. If genius is 1% inspiration and 99% perspiration, then as a culture we tend to lionize the 1%. We love its flash and dazzle. But great power lies in the other 99%.” — Susan Cain
In an earlier blog, I wrote about the need to invite participation from the full spectrum of human diversity. Here, I discuss how one such human trait, personality, specifically introversion levels, can be factored into the product development process.
Advocating for Introverts
While one-third to half of the world’s population is introverted, contemporary design favors extroverts: open-office plans, collaborative brainstorming sessions, and self-promotion on social media. Extroversion is generally easier to perceive and therefore more observable than the internal experiences that characterize introversion. Because extroversion is more perceptible and more socially valued in the western world, technology creators must take special care to involve introverts in the product development process. This is especially important when creating productivity tools for the workplace, that rely on intelligent sensing devices which may detect and potentially categorize extrinsic behaviors.
Defining Introversion
Introversion and extroversion form the ends of a spectrum. While there is no clear boundary line defining someone as being introverted, they tend to be distinguished by their preference for internal processing and time for deliberation. Similar characterizations for introverts have been made by several scholars including Carl Jung, which are described below:
· Prefer to communicate in writing.
· Prefer to communicate more frequently online versus in face-to-face.
· Work out ideas by reflection.
· Focus in-depth on their interests.
· Take the initiative when the issue is very important to them.
· Think, then talk.
· Uniquely good at leading proactive employees.
Brain differences
The distinctions between introverts and extroverts can also be explained by brain differences. For more introverted individuals, more blood flows to their frontal lobes and anterior thalamus, which are regions that are associated with recalling events, planning, and problem solving. This pathway is long and complex. On the other hand, for extroverts more blood flows to regions where sensory data is interpreted. This pathway is short and simple. The pathways of introverts and extroverts use different neurotransmitters. The pathway that extroverts use is activated by dopamine, which is identified with movement, attention, alert states, and learning. Extroverts therefore need more dopamine because they have less sensitivity to dopamine. On the other hand, too much dopamine can overstimulate introverts. Introverts use an entirely different neurotransmitter, acetylcholine, which affects attention and learning, and stimulates a good feeling when thinking.
In practice, this means introverts are more sensitive to the world around them. They require less direct stimulus to feel compelled, provoked, or inspired. Extroverts, on the other hand, need a significant amount of direct stimulus to feel engaged and energized.
Including introverts in user research
In product development, obtaining the perspectives from a diverse set of users often involves sampling across different demographics (e.g., gender identity, occupation, age), but personality differences are rarely considered as a screening criterion. Recruitment processes also tend to favor extroverts, as they are more willing to be open about expressing their opinions and feelings when meeting face to face. Furthermore, qualitative research methodologies that involve group interactions, such as focus groups have the potential to drown out the voices of introverts. To help surface the needs of introverts, it is important to enlist their direct feedback during the product development process.
While a full Myers-Briggs Type Indicator (MBTI) personality assessment could be deployed to screen for introversion, an abridged screener comprising two short statements as shown below can also be used. Individuals are asked to complete their level of agreement with the statements in the table below, using a 5-point Likert scale. The introversion score is computed as
((6-Q1)+Q2))/2.
It ranges from 1 to 5, and involves the following categorizations. Those with scores 1 and 2 are categorized as introverts.
1 = Likely introvert
2 = Likely somewhat introvert
3 = Likely ambivert
4 = Likely somewhat extrovert
5 = Likely extrovert
In addition to recruiting introverts, it is also important to design study sessions in such a way that introverted participants are provided with sufficient time to reflect before responding to queries, explore prototypes, and re-assess key responses at the end of the session.
Ideas for creating experiences inclusive of introverts
Workplaces today place a lot of impetus on creating inclusive experiences, including turning to different technologies to offer teams novel ways to collaborate and be productive in this new normal. This section offers a few ideas for designing productivity technologies that would be inclusive of introverted individuals.
1. Facilitate planning and time management. Enable introverts to develop a clear picture of what to tackle before engaging with others. For example, sharing agenda and other materials with introverts in advance of meetings enables them to reflect and prepare their contributions prior to the meeting.
2. Enable focus time and disable notifications when appropriate. Introverts are sensitive to sensory stimuli and too many interruptions can lower their productivity.
3. Provide information on the capabilities and limitations of the technology. Introverts can be skeptical of newer technology, such as having perceptions of inaccuracies. Consider being transparent about the limitations of the technology while emphasizing the benefits of the technology during onboarding.
4. Don’t use AI to judge behavior. Our research has revealed that, in comparison to extroverts, introverted individuals exhibit chilling effects in the presence of surveillance technologies. In other words, introverts are more likely to act differently, speak less, be careful questioning others, be concerned about would happen with their behavioral data, and have higher discomfort, in the presence of technologies that quantify their behaviors. Furthermore, metrics used to compose behavioral analytics are more likely to be tuned to detect more extroverted qualities (e.g., volume of speech).
5. Provide opportunities for reflection. Introverts benefit from artifacts that augment reflection. For example, consider ways to enable the attachment of related content (e.g. decks and docs) to contextual highlights in a meeting transcript, helping support better offline collaboration and brainstorming.
6. Make anonymity the default. Introverts may not always feel comfortable disclosing who they are when participating in public-facing activities or when their comments are being recorded.
7. Solicit feedback about the technology experience. Aggregating and anonymizing qualitative responses about productivity technologies can provide introverts an opportunity to comfortably communicate their experience and offer suggested improvements. Ensure that they are allowed to provide feedback in private and at their own pace.
