MBA Course Glimpse: IPMX2018 - Organizational Behaviour - Demystifying Introversion and Extroversion

In her 1994 Miss Universe questionnaire round, Miss India Sushmita Sen revealed that she has two sides to herself – a private side for self and one public side for others. This answer brings focus to an interesting observation: Can we assign Introversion and Extroversion to two separate baskets with no overlap?

The general feeling among Indians related to this aspect of personality is somewhat surprising. From the past couple of decades or so, Indians generally felt uncomfortable and awkward around introverts. Most often one would find elders dishing out advices to introverts to talk more and be more like his/her extrovert friend/sibling. What they fail to understand is that the person may not have any control over this trait.

The projections run deep. In advertisements, tele-series, and movies, introverts are looked down upon and made to feel ashamed of their personality. Ultimately, they are sent to some personality development coach. Voila! They become an improved version. Though the scenario is changing and there is some acceptance among the crowd, there is still scope for improvement.

The literature defines introverts as someone who derives energy from within. They would think a lot and mentally articulate before voicing their opinion. They would speak only when probed and would enjoy working in solace or quiet environment. They generally avoid public settings because of the fear of being probed, hating the spotlight on themselves. Extroverts on the other hand are defined as someone who derives energy from others. They tend to be gregarious, confident, and comfortable in external setting. They are more outgoing and social. They are assertive and possess better interpersonal skills. They are more emotionally stable and have greater social dominance.

With respect to performance, extroverts perform well in jobs that require significant interpersonal interaction. Due to their inbuilt traits, they can be better leaders. A recent study also found that extroverts tend to lie more during interviews, can miss deadlines, and skip essential details i.e. lack attention to detail. Introverts on the other hand perform better on jobs that require higher analytical skills, more patience, persistence, and high degree of attention to detail. While studies such as MBTI and Big Five draw clear distinction between introverts and extroverts, they fail to address the grey area.

There does exist a third kind – one who are introverts but can exhibit traits generally associated with extroverts in professional setting. This kind are comfortable in their skin and can talk to clients, peers, subordinates efficiently. They can be great leaders and be assertive in their communication technique. Their introversion helps them to be true team members, something which can be questionable for extroverts. They can present themselves well in interviews, be more sociable, take feedback well and act on it without sulking or any grudges.  

This basket of people can create their own vision and can communicate it well to the team. They perform well in processes that requires lot of patience and meticulousness and at the same time can present ideas to internal and external customers with same élan as extroverts.

However, recruiters fail to understand this third type. Recently a friend of mine almost lost her job because the recruiter thought she was an introvert. With 6 years of professional work experience, she is a champion strategist and effective communicator. The HR oblivious to this kind almost overlooked her skills for the fact that she possessed somewhat introversion traits.

It is time that we break these barriers and not bucket people into categories. People should understand that a person can truly have two sides – one for his/her own self and one exhibited during professional setting. This dual aspect doesn’t take away from his/her skills to perform at highest standard at work.

- Article by Pravin Pillai, IPMX 2018-19

Note: The author would like to credit Professor Archana Shukla, Professor in HRM area at IIM Lucknow, for her views expressed during Organizational Behaviour course.