And sometimes, you have to be obnoxiously cocky. Feign it. Believe in it. I think I was born for this.
Now that I have done some shameless self-promotion, let us get to the crux of this post- how do you motivate talented but invisible members of your team to be more involved? It is a well-known fact that some work cultures prefer extroverts over introverts. Yet, sometimes introverts have a lot more to add to a discussion than they readily contribute. What you need to tell your introvert employees is that networking is a learnable skill. Also, rapport building need not be an exclusive trait of the extroverts. It is more essential to have a few meaningful relations than several superficial ones. Think of it as your Klout score. Your influence is measured by your ability to drive people into action. If an introvert spends 40 mins on 5 prospects and converts 3 of them, but an extrovert talks to 20 and converts only 2- whom would you rather have? A good team has a healthy balance of both and a leader should make it conducive for all kinds of employees to thrive in their ecosystem.
Also, read why marketing needs more introverts on HBR blog.