

It comes as no surprise that despite stating that there is no ‘right or wrong answer’ or a ‘good or bad’ personality type on almost all personality tests like the MBTI, many of us still think that being extraverted is better than being introverted, because being able to gain energy from crowds rather than expending energy from being in a crowd sounds a lot less taxing, and way more appealing. Extroverts have the reputation of being the life of a party, and introverts have that of being a wallflower. Naturally, people would think that extroverts are a lot more well-liked, and therefore are more likely to do better in life due to the circles and networks that are inevitable as people naturally gravitate towards them.

Accordingly to author Susan Cain who wrote about the power of introverts, schools and workplaces are designed mostly for extroverts and their need for lots of stimulation. I never noticed it until she pointed it out in one of her TED talks. Look at the classrooms in UTown – the classrooms have circular tables, and students are expected to sit around the tables, look at each other’s faces, and interact with each other through the course of the lesson. Most of our modules here at NUS Business School require extensive amounts of group work and collaborating, and class participation and debates are highly encouraged, or rather, necessary if you want to get good grades on your transcript as well. Which brings me to my question – are we being fair to the introverts?

If the environments of schools and workplaces are more favourable to extroverts, it seems a little like a self-fulfilling prophecy of some sorts that extroverts are typically seen to do better in life and to succeed more often than introverts. It is no wonder that they do better, since they are more comfortable in these learning and working institutions, isn’t it? I’ve had many friends who willingly sacrifice good grades for their business modules just because they feel immensely uncomfortable speaking up in class and engaging in class debates. But yet, at the same time, we also know that introverts can actually be the best leaders! (Think Bill Gates, Abraham Lincoln, and Audrey Hepburn) Does that mean that by encouraging teamwork and class participation, we are marginalizing these great thinkers who just so happen to be introverts and stifling their creativity?

Introverts bring with them their own set of strengths like their ability to do creative thinking, to embrace solitude, and to analyse complex problems. They contribute to an integral part of any organization by providing interesting perspectives and ideas, and so, there is a need to be more inclusive to introverts. This doesn’t mean that we are to stop collaborating, or and to start working in isolated pods. What this means is that organizations need to start recognising that sometimes, solitude and silence is good, and in fact necessary for the cultivation of great ideas and thinkers. Organizations need to provide more space and allowance for introverts to breathe, so that they can regain their balance from all that stimulation during class or work. Google has done a great job in providing isolation pods for their employees to take a break from the constant chatter. Social skills are necessary, but the ability to sit down and think quietly is also necessary as well in order for quality and creative work to be done.

In my previous internship stint with a marketing communications team where lots of creative writing and content-creating was involved, I managed to see for myself, first-hand, how organizations can better cater to the different camps of introverts and extroverts. The office was an open-concept floor space with no walls or pillars, and everyone was in view of everyone else. This was good for brainstorming and communications without any barriers; however, it was not so conducive for the introverts who need time and space to think alone and recharge in the company of just themselves. Recognizing that the roles of the employees involve high creativity, the organisation actually linked the office to the garden, so that the employees can head out of the office for a solitary walk in the greenery whenever necessary. I thought this was a great idea because it amalgamated all the positive aspects of each personality type and allowed for both collaboration and deep thinking.

It helps to know your personality type and working style, so you know your strengths and weaknesses and work on them accordingly. It helps even more if organisations cater to the needs of both introverts and extroverts and provide an encouraging working environment, both physical and emotional, to create a supportive and inclusive culture that will ultimately help everyone reach their fullest potential.

P.S I’m an ambivert – my MBTI states that I’m 52% inclined to extraversion, and 48% to introversion. Hmmm.. 🙂

References

Cain, S. (2012, March). The Power of Introverts. Retrieved February 27, 2015, from TED Talks: http://www.ted.com/talks/susan_cain_the_power_of_introverts/transcript?language=en

Smith, J. (2014, September 6). Here’s Why Introverts Can Be The Best Leaders. Retrieved February 27, 2015, from Business Insider: http://www.businessinsider.sg/why-introverts-can-be-the-best-leaders-2014-9/#.VPBfBPmUc6w

Collingwood, J. (2007). The Benefits of Being an Introvert. Psych Central. Retrieved on February 27, 2015, from Psych Central: http://psychcentral.com/lib/the-benefits-of-being-an-introvert/0001060