Back
Overnight in the TMP Worldwide London offices, a notice board popped up in the kitchen. On it, one word was up for discussion: introverts.
Introversion vs. Extroversion: Breaking Stereotypes
We were asked to define it. The responses varied:
- Coy.
- Shy.
- Reflective.
- Content in my own company.
But Amanda Callen – our Head of Assessment Design – is interested in more than just personality traits. Over a very impassioned zoom call, she explained how introversion and extroversion are about so much more than just shy vs outgoing
Estimates place the percentage of the population who lean more towards introverted traits at 30-50%.
Extroverts are more likely to set workplace cultures. Because of this, the traits we reward are most often extroverted. Speaking up, voicing opinions, and getting involved socially – to name just a few. And these are all things that introverts can do. But the energy required to do them is infinitely more draining.
In workplace cultures set by extroverts, introverts lose out. They’re expected to be out of their comfort zones almost constantly. And, crucially, they’re less likely to get promoted.
It’s not because they’re less effective at their jobs. Being the loudest person in the room effectively attracts attention, ensuring promotion. But just because you’re more likely to voice your opinions, doesn’t mean your opinions are more impressive.
Workplace Cultures: Extroverts Setting the Tone
The issue is we’ve assigned positive definitions to explicitly extroverted traits.
- Speaking up in a meeting is communicative.
- Presenting to a group is putting yourself out there.
- Going to social events is collaborative.
- Forming opinions quickly is thinking on your feet.
And in some workplaces, these behaviors are beneficial. Careers like sales inherently favor more extroverted people, and that’s okay. But in workplaces that employ both introverts and extroverts, there’s a real lack of nuance and understanding about what makes a culture effective.
Challenges Faced by Introverts in Extroverted Workplaces
Fundamentally, introverts and extroverts think differently. Where extroverts process by talking, introverts often need more time to reflect. But in extroverted workplaces with extroverted leaders, there is no pause. Because the expectation is that everyone pitches in and communicates at the same level, no one stops to consider whether the culture benefits some more than others. That creates issues on two levels. Both, because it disadvantages a whole group of people, and because it prevents people from working to their fullest potential.
‘Everyone brings unique talents and perspectives, but often there isn’t a context in which they can share them with an organisation.’
Amanda Callen
The Value of Introverted Traits in the Workplace
Introverted traits – namely being:
- Reflective.
- Considered.
- Analytical.
are hugely beneficial in the workforce. Where an extrovert might voice their opinion in a meeting there and then, an introvert might go away and collect their thoughts to share them an hour later. The extrovert might accomplish tasks more quickly. The introvert might be more considered in their approach.
Fundamentally, to effectively function, most workplaces need a combination of introverts and extroverts. So how do we make space for introverts in extroverted cultures?
Amanda says it’s all about the pause.
Creating Space for Introverts: Embracing Diversity
Introverts are expected to display more extroverted traits in order to succeed, even at great personal cost. Amanda says it’s time extroverts stopped to consider their needs. Think: is there someone who’s often quiet in meetings? Is there a member of your team who – whether intentionally or not – speaks over them? Do you speak over people yourself? Is there someone who’s more comfortable sharing their insights and opinions over email?
Making workplaces work for introverts isn’t about forcing them to be more extroverted. It’s about tweaking your processes to get the best out of people. Consider allowing your team to go away and collect their thoughts before they share them. Think about how your inclusion policies could stretch to include everyone – no matter where they fall on the introversion-extroversion spectrum. Have open and honest conversations about how people work most effectively. And, crucially, stop expecting people to stretch to fit your culture, and start flexing your culture to fit your people.
