I’m often asked what clients like to talk about most. At or near the top of the list is introversion vs. extroversion in the workplace.

In the work we do helping people understand themselves better, often starting with personality, many of our clients learn that they’re introverts. And when they do, they go through what feels like an existential crisis.

I’m kind of kidding. Kind of.

So why are we still playing this “extraversion is good, introversion is bad” game?

Let’s get into it.

Penn Cove, Whidbey Island, WA. Photo Credit: No Vacation Required

The Five-Factor Model (FFM) is one of the most recognized ways to measure personality. One of those five dimensions is Extraversion:

Extraversion measures how outgoing and social someone is. High extraversion? You’re energized by people and activity. Low extraversion, or introversion? You prefer reflection and solo time to recharge. The catch? Because the model evaluates you based on how extroverted you are, it implies that the more extroverted, the better. So introverts may feel like they’re being measured against an “ideal” that doesn’t match who they are.

Why People Misunderstand Introversion

It’s 2024, and somehow people are still hesitant to own their introversion. That hesitation? It comes from outdated stereotypes that still confuse introversion with shyness. Too many workplaces buy into these old-school ideas and fail to let people show up as their real selves. It’s not surprising that introverts often feel undervalued. But let’s be clear: introverts bring just as many – if not more – strengths to the table when given the right environment.

A big reason people avoid identifying as introverts is simple: they don’t fully get what introversion means. It’s not about being shy or antisocial. It’s about where you recharge – introverts gain energy from reflection and solitude, not crowds. When this gets confused, people assume introverts won’t thrive in roles that require networking, leadership, or teamwork.

In dysfunctional teams, this misunderstanding turns into bias. These teams reward loud, extroverted traits and overlook the quieter, deeper work that introverts are great at. This forces introverts to pretend they’re extroverts – and we all know that performing as something you’re not is a recipe for burnout.

When Teams Don’t Work, People Can’t Either

Dysfunctional teams push everyone to communicate, lead, and collaborate in the same way. Introverts feel pressure to act against their nature, which can lead to frustration and exhaustion.

Healthy teams, on the other hand, value everyone’s natural style. That’s where introverts shine, and team performance improves.

Deception Pass, Whidbey Island, WA. Photo Credit: No Vacation Required

Corporate Culture and Introvert Bias

Corporate culture still leans into extroverted traits – assertiveness, energy, quick thinking. Meetings, brainstorming, team-building activities – they’re all designed for the group. This leaves introverts sidelined. Dysfunctional teams make this worse by not appreciating the diverse strengths introverts offer. But companies need introverts just as much as extroverts. Teams that welcome both make better decisions and innovate more.

Let’s Talk About What Introverts Bring

Once we acknowledge what introverts really bring to the workplace, it seems absurd that introversion isn’t embraced and celebrated as an essential part of a thriving workplace.

Deep Focus and Problem-Solving: Introverts excel at focused, deep work. They’re the ones who dig into complex problems and deliver thoughtful, well-rounded solutions.
Listening Skills: Introverts are naturally great listeners. This leads to stronger relationships and more meaningful collaboration.
Thoughtful Leadership: Introverts make excellent leaders, often more focused on long-term success than quick wins. They reflect, take input, and lead with intention.
Meaningful Connections: Introverts tend to build deeper relationships, especially one-on-one. These relationships matter in business.

Given the value that introverts bring to a workgroup – we won’t even get into the capitalistic lunacy of a person having to add value to be accepted for who they are – Introverts shouldn’t feel like they need to hide their strengths or work styles. When they’re supported and confident, everyone benefits. Companies that celebrate diverse work styles, including introverts, get better results, more innovation, and higher engagement.

How Companies Can Support Introverts

What should companies do to create an introvert-friendly culture?

Fix Your Meeting Culture: Cut down on the unnecessary meetings. Let people contribute in writing or in smaller group discussions.
Encourage Solo Work: Give people time for deep, focused work without constant interruptions.
Value Listening: Build a culture where listening is valued as much as speaking. We all know the loudest voice in the room isn’t always the best.
Create Quiet Spaces: Make sure there are areas where employees can work in solitude when needed.

It’s ridiculous that people still feel like they can’t openly identify as introverts at work. And honestly, I get it. I advise clients to be cautious about being too candid on corporate personality tests because most companies still have a “preferred type” – and if this post has made it abundantly clear, it’s not introverts.

But here’s the truth: diversity of personality is just as important as diversity of experience, background, and culture.

The strongest teams embrace it all. 🎤⬇️

Onward & Upward,