Entrepreneurs
4 Networking Tips for Successful But Introverted Entrepreneurs
Being an introvert doesn’t preclude you from networking effectively

When picturing a successful entrepreneur at a big event, many envision a talkative, energetic life of the party, a common perception in American culture where gregariousness is often celebrated. However, this overlooks the quieter type of leader, despite 36% of entrepreneurs self-identifying as introverts.
If you fall into that category, you may find it harder to network. In that case, you’ll need to implement specific strategies to ensure you don’t slack off with your networking.
Expanding your network of business acquaintances is crucial. A broad network simplifies finding mentors, partners, advisors, employees, and vendors. Plus, you’re your brand, particularly in the startup phase. That means the more people who know you will know about your fledgling company.
For introverts, socializing can be uncomfortable, as they often thrive in quieter settings rather than at frenzied happy hours or bustling conferences. Consequently, you might be more reluctant to sign up for traditional, in-person conventions.
Additionally, you may find large networking dinners or crowded industry meetups daunting, preferring the calm of a small book club or a focused workshop. The prospect of initiating conversations at large-scale social gatherings like company parties or public seminars might seem overwhelming, leading you to favor solitary activities like reading industry journals or attending webinars from the comfort of your home.
While these are understandable behaviors, they aren’t conducive to growing your network. Yet, you don’t have to pretend to be an extrovert to become a networking pro. Just incorporate these best practices into your schedule.
“I’ve learned that a strong network is the ultimate shortcut to everything you want to achieve!” – Melitta Campbell
1. Leverage online platforms
Platforms like LinkedIn are excellent for expanding connections without face-to-face communication. On LinkedIn, you can publish content, comment on others’ articles, search for past colleagues and peers, follow groups, and more. Best of all, you never have to leave the comfort of your desk.
Depending on your brand and business, you may find other online platforms valuable for getting your corporate and personal name “out there.” Let’s say you sell a product aimed at the consumer market. Creating YouTube videos or hosting a Pinterest page could be valuable. You have to put effort into the process, but you’re in control every step of the way.
2. Engage in one-to-one conversations at events
For many introverts, big events can be overwhelming. Attending smaller events and focusing on one-to-one conversations can be an effective workaround.
For instance, you might sign up for a private mixer of regional CEOs, business owners, and entrepreneurs. Before you arrive, see if you can get a sense of who else will be at the event. Are there some people you want to make sure you meet? Once there, seek out those people and focus on talking with them individually.
A good way to do that is to look for more “inactive” parts of the networking space, such as a corner or a small table. This allows you to get to know the other individual without the distractions of others entering the discussion.
3. Prepare talking points before meetings
If attending a busy event is unavoidable, and you tend to get tongue-tied, prepare talking points to ease into conversations. Though you can’t walk around with a list of talking points, you can certainly spend time writing things down beforehand. You can then memorize your bullet points to make launching into the topics you’d like to cover less difficult.
How should you arrange your talking points? There’s no better or best way. Just find something that works for you. Some introverted entrepreneurs like to think about questions they could ask someone they’re meeting for the first time.
Others prefer to jot down subjects about themselves or their business that they want to include in their discussions. The key is to take an experimentation route.
4. Bring an extroverted colleague
Consider bringing a more extroverted team member to networking events, such as a salesperson, marketing manager, or HR director. Bringing that person with you to social environments takes all the weight off you to network. The other person can do much socializing while you take more of a backseat role.
Be sure that you let your extroverted colleague know this plan ahead of time. You can’t assume that everything will be obvious. Work together to develop a plan.
For example, you could lay out some reasonable goals, such as how many new people you’d like to meet together at the event. As long as your objectives are achievable, you should be able to reach them in a way that feels comfortable for both of you.
Being an introvert doesn’t preclude you from networking effectively. By embracing online platforms, focusing on one-to-one interactions, preparing conversation points, and partnering with extroverted colleagues, introverts can effectively expand their networks.
These methods allow introverts to comfortably promote themselves and their businesses, proving that effective networking is achievable for all personality types.
With these strategies, you can network like a superstar. Put the tips above into action, and you’ll gain all the benefits from knowing a wide range of others inside and outside your industry.
Entrepreneurs
The Leadership Shift Every Company Needs in 2025
Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”
While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.
Why This Gap Exists
Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.
What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.
Tools and Techniques to Bridge the Gap
Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.
1. Practice Mutual Empathy
Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.
2. Maintain Professional Boundaries
Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.
3. Follow the Golden Rule
Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.
4. Avoid Micromanagement
Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.
5. Empower Employees to Grow
Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.
6. Communicate in All Directions
Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.
7. Overcome Insecurities
Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.
8. Invest in Coaching and Mentorship
True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.
9. Eliminate Favoritism
Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.
10. Recognize Efforts Promptly
Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.
11. Conduct Thoughtful Exit Interviews
When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.
12. Provide Leadership Development
Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.
13. Adopt Soft Leadership Principles
Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.
The Bigger Picture: HR’s Role
Mercer’s global research highlights five key priorities for organizations:
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Build diverse talent pipelines
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Embrace flexible work models
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Design compelling career paths
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Simplify HR processes
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Redefine the value HR brings
The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.
Treat Employees Like Associates, Not Just Staff
When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.
Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.
Entrepreneurs
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