Introvert at Work: How to Show Up Authentically Without Being Overlooked
Episode 34
Ever feel like you’re doing great work—but no one seems to notice?
Many professionals feel overlooked at work—even when they bring valuable skills, experience, and insight to the table. As someone who works closely with leaders and HR teams, I see how often introverts struggle to show up authentically in environments that tend to reward the loudest voice in the room.
In Episode 34 of The People Success Circle, I sit down with Dr. Cindy Young to explore what it really means to be an introvert at work, why introverts often feel invisible, and how they can increase their visibility without burning out or pretending to be someone they’re not.
Tune in or keep reading for practical strategies, real-world examples, and thoughtful insights for introverts—and the leaders who support them.
In this episode of The People Success Circle, author and leadership expert Dr. Cindy Young joins me to discuss what it means to be an introvert at work—and how introverted professionals can show up authentically and be seen without burning out.
Why being an introvert at work can sometimes feel like being invisible—and how that invisibility can quietly limit growth and opportunity
How introverts can increase visibility without playing office politics or changing who they are
Practical guidance on how to be an introvert at work while still speaking up, sharing expertise, and building credibility
Real-world strategies to prevent introvert burnout, especially in environments that unintentionally reward extroverted behavior
What leaders and HR professionals can do to better recognize talent and support long-term careers for introverts
Honest, actionable advice on networking as an introvert, including in-person events, virtual networking, and using LinkedIn with confidence
🎧 Tune in or keep reading to walk away with practical insights you can apply immediately—for yourself or the people you lead.
🔗 Helpful Links
🌐 Mindy’s website for business consulting: https://www.limerockcareerco.com
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Episode 34: Watch or Listen
Key Takeaways From Episode 34
Introverts Can Be Effective—and Visible—at Work
Being an introvert at work doesn’t mean staying silent or fading into the background. One of the biggest reminders from this conversation is that introverts can lead, influence, and communicate effectively without becoming someone they’re not. Visibility doesn’t have to come from being the loudest voice—it can come from sharing ideas thoughtfully, leading conversations, or offering insight at the right moment.
Visibility Doesn’t Require Playing Office Politics
When we talked about how to be an introvert at work, Dr. Cindy reinforced that speaking up doesn’t have to happen on a golf course or at happy hour. Introverts can build credibility by leading meetings, volunteering for strategic projects, sharing lessons learned, or hosting a lunch-and-learn. These small, intentional actions help reduce the risk of being overlooked and support long-term careers for introverts.
Preventing Introvert Burnout Starts with Authentic Boundaries
A powerful theme in this episode is avoiding introvert burnout by honoring your energy. Whether it’s stepping away after speaking engagements, setting time limits at networking events, or choosing environments that allow you to recharge, sustainable success comes from working with your personality—not against it.
Rethinking Hiring and Promotion Through an Introvert Lens
For HR leaders and business owners, this episode is a reminder that many organizations unintentionally reward extroverted behavior. If we want to retain top talent and support diverse strengths, we need to ask better questions in interviews, rotate leadership opportunities, and evaluate performance beyond who speaks up first. This mindset shift is especially important when supporting introverts during an introvert job search or promotion process.
Networking as an Introvert Can Be Strategic and Effective
We spent time reframing networking as an introvert, and the takeaway is simple: networking doesn’t have to look the same for everyone. Preparing questions in advance, researching who will be there, setting time limits, bringing a networking buddy, or using LinkedIn intentionally can all make networking more approachable—and far more effective.
🎧 Want the full story, examples, and action steps?
Listen to the full episode of The People Success Circle for more insights on building a thriving culture that drives results.
Read the full transcript
Mindy:
Hello and welcome back to this week’s episode of The People Success Circle. Today, I am honored to have a special guest. Her name is Dr. Cindy Young, and she has recently written a book.
When I first heard the title of the book, I immediately knew this was exactly what my audience would love. As a networking expert and an HR professional, I often hear how introverts feel in the workplace, and I didn’t want to miss the opportunity to bring Cindy on. So Cindy, welcome, and thank you for joining me today.
Dr. Cindy Young:
Thank you. I’m excited about this one.
Mindy:
Great. My podcast is all about the people side of business, and as an HR leader, I’ve seen many men and women feel that being an introvert has held them back or caused them to miss out on opportunities. I’m excited to dive in and hear your perspective on this.
Before we do that, would you mind giving an overview of your background and what led you to where you are today?
Dr. Cindy Young:
Sure. As you said, I’m Dr. Cindy Young. I joined the military when I was 18 and completed several tours on ships. Women were allowed on ships about a third of the way through my Navy career. I served for 23 years and retired at 41, which meant I still had many working years ahead of me.
After retiring, I became a defense contractor. I’ve felt like an introvert my whole life. I’m married to an extrovert, so the contrast is obvious. I prefer quiet environments, I don’t enjoy parties, and I spend a lot of time in my head.
I started writing because it was a good way to get my thoughts out. I’ve written for Forbes, Harvard Business Review, and other publications, and I’ve been a guest contributor on several articles. Introverts are very strong internal thinkers, but there are ways we need to learn how to express those thoughts within organizations.
That’s when I decided to write a book about introverts—how invisible we often feel and what we can do about it.
Mindy:
It’s such a great topic. I didn’t realize we shared a military connection—my husband served 21 years in the Marine Corps and also retired at 41. The military is such a formative experience, and I’m sure it helped shape who you are as a leader.
Dr. Cindy Young:
Absolutely. You can’t really be an introvert in the traditional sense in the military. You have to give orders, take orders, and be accountable for everything you’re responsible for. In my role, I was a department head on the ship, a senior officer, and a senior female leader.
I had to speak in front of people regularly and give clear direction. People often confuse introversion with a lack of leadership or public speaking ability. I’m an introvert, but when I speak publicly, I make sure I have time afterward to recharge.
Mindy:
That makes total sense. Thank you for your service. I truly admire women in the military—it takes courage and strength to lead in those environments.
Before we dive deeper into the book, what inspired you to write it? What made you feel this knowledge needed to be shared?
Dr. Cindy Young:
I’ve experienced many moments where I felt overlooked, especially after leaving the military. Promotions in the military are structured—you attend certain schools, pass tests, and meet clear criteria. In the corporate world, it’s very different.
As a defense contractor, I realized I was being passed over because people didn’t really know me or understand what I could do. I was doing my job well, staying quiet, and expecting that to be enough. There’s an expression—“shut up and color”—and that mindset doesn’t work outside the military.
I didn’t want to play office politics, but I learned that there were skills I could develop to advocate for myself. I had a great mentor who taught me how to evaluate myself using tools like SWOT analysis and how to articulate my knowledge, skills, and abilities—things HR often asks for.
I wanted to share what I learned, and that’s what led me to write the book.
Mindy:
That resonates with so many people. I think many professionals believe their work should speak for itself, and sometimes it does—but relying on that alone can cause people to miss out.
Dr. Cindy Young:
Exactly. You do have to speak up for yourself, but that doesn’t mean doing it at a bar or a golf tournament. You can speak up at work by leading conversations, sharing lessons learned, or even talking about mistakes and what you learned from them.
Mindy:
I love that—visibility doesn’t have to look like traditional networking. What should leaders be aware of when supporting more introverted employees?
Dr. Cindy Young:
Leaders can ask introverts direct questions in meetings, even if it feels uncomfortable at first. They can offer special projects to help test the waters. That’s how growth happens.
I also use mind mapping a lot. It’s a way to organize thoughts visually—starting with a central idea and branching out. You can use it for note-taking, planning, or even writing a book. Many people do it naturally without realizing there’s a name for it.
Mindy:
That’s a great tool, especially for getting ideas out of your head and onto paper.
You talk about invisibility early in your career. Can you share a moment when that became impossible to ignore?
Dr. Cindy Young:
I didn’t feel invisible in the military, but I did in my first corporate role. My boss would constantly get distracted—his phone would ring, texts would come in, and I felt ignored. Others would come in just to chat, and they seemed more interesting than the work I wanted to discuss.
That environment pushed me to leave. Later, at another company, I made it clear that I wanted to grow. I offered to take on additional responsibilities, wrote weekly reports, and stepped in when my boss was on vacation. Eventually, I earned the role I wanted and have been in it for three years.
Mindy:
That’s such a powerful example. Many companies unintentionally reward extroverted behavior. What does that bias look like?
Dr. Cindy Young:
Often, it’s the loudest person in the room who gets noticed. Leaders may assume that’s who customers want, but that’s not always true. I’ve been passed over before because of that assumption.
Mindy:
ell us about your book. Who is it for, and what does it cover?
Dr. Cindy Young:
I originally wrote it for introverted women in male-dominated industries, because that’s my background. But it really applies to all introverts—men and women.
The book includes a career growth strategy that focuses on increasing visibility, identifying strengths, and using tools like SWOT analysis. I also share practical ideas, like speaking to small groups or taking opportunities that feel manageable. I include a workbook so readers can apply what they’re learning step by step.
Mindy:
That’s incredibly practical.
What can HR leaders and executives do to make sure they’re seeing all the talent on their teams?
Dr. Cindy Young:
When I interview people, I focus heavily on team dynamics. I involve others in the interview process so we get multiple perspectives. It’s not just about technical skill—it’s about collaboration and trust.
Mindy:
I completely agree. Panel interviews and shared decision-making lead to better hires.
What advice would you give introverts who are interviewing or applying for promotions?
Dr. Cindy Young:
Preparation is everything. Bring notes, research who you’re meeting with on LinkedIn, and look for common ground. That preparation makes a huge difference.
Mindy:
I couldn’t agree more. Researching people ahead of time can ease nerves and create instant connection.
Networking is another challenge for introverts. What advice do you have there?
Dr. Cindy Young:
Set a time limit. Decide who you’d like to meet. Go in with a plan and give yourself permission to leave. Networking doesn’t have to be exhausting.
Mindy:
Yes—find a style that works for you. I love the idea of being the most interested person in the room instead of the most interesting.
Virtual networking is also important. How do you approach that?
Dr. Cindy Young:
It can be nerve-wracking, especially breakout rooms, but structured questions help a lot. For event organizers, providing prompts makes a big difference.
I also love LinkedIn. It allows you to think before you speak, and it’s an incredibly powerful tool for professional networking.
Mindy:
I agree. LinkedIn isn’t going anywhere, and it’s a great space for introverts to connect authentically.
Before we wrap up, what’s one shift you hope introverts walk away with after reading your book or listening to this conversation?
Dr. Cindy Young:
Don’t be afraid to share what you know. Host a lunch-and-learn, lead a discussion, or walk someone through a process. When you share your knowledge, people remember you—and opportunities follow.
Mindy:
I love that. You don’t have to become someone else to be seen. Thank you so much for sharing your insights today. I can’t wait to read your book and share it with others.
Dr. Cindy Young:
Thank you. I really appreciate it.
Mindy:
Thank you for listening to this week’s episode of The People Success Circle. If this topic resonated with you, please share the episode, leave a five-star review, and subscribe. We’ll see you next week on the next episode of The People Success Circle.
