Are labels helping or hindering our understanding of extraversion and introversion?

We often think of introversion as being shy and preferring to be on our own, and extraversion as being loud and sociable. However, I think of introversion and extraversion as where you get your energy from – do you get energy from more solo pursuits or from being around people? With either option, it doesn’t mean you don’t like the other, it is just understanding why spending a day on detailed analysis in your room can leave an introvert feeling full of energy and an extravert feeling drained, but conversely, a day working with team members may be equally enjoyable for both, but an introvert can feel shattered by the end of the day, whereas the extrovert may be ready for a night of partying or set up for the next day to do it all again.

This is where labels can be useful as they can deepen your own understanding about yourself and help you plan so you can show up as your best. For example, if, like me, you are an introvert, you may love spending time with friends but know you need to schedule in evenings where you are home alone, or watching TV or just reading, to recharge – only then can you show up with the right energy to really enjoy, and be there for your friends. In contrast, speaking to extrovert friends, you may need to have regular catch ups with colleagues in the diary during the working day to gain the energy to be able to focus on writing a business case.

When labels are not useful is when they are used as a reason to not grow and develop. This can be a self-belief, or imposed on you from someone else. For example, an introvert who says they can’t give presentations, or a manager always picking an extrovert colleague to attend a networking event. 

There is a difference between capability and preference 

Introverts are capable of networking, chairing high-pressure meetings and giving engaging presentations; it just may or may not be their preference, in terms of work tasks. The same way extroverts are capable of working on solo projects, focusing on detailed analysis and can write persuasive pitch proposals, but they may prefer to do other things. Or they may not! Introverts may or may not love doing solo-analysis work, and extroverts may or may not love being the centre of attention in a room full of people.

And this is when I think labels can be dangerous as they start to stop us seeing people as individuals and instead as a set of stereotyped traits. This allows us to be lazy and categorise people and tasks. It doesn’t allow us to consider the complexity of individuals – that they might want to develop in a particular area or that someone can be great at a task regardless of if you feel that task sits more on the introvert or extrovert side of the scale. 

If you can accept you are capable of doing anything you set their mind to, you stop making excuses based on perceived traits. You can honour your preferences in terms of the sort of work you would like to do. And even if it may take you more energy to do this sort of work, you also have your own agency in managing your energy levels. 

You don’t have to be the loudest voice in the room to make an impact – but if you are the loudest voice, that’s great too!

I do think you should be aiming to develop your weaknesses, if these are important to your career trajectory. I also believe in playing to your strengths as it is often easier to further develop something that you are already good at, to make it a super power. And it is when you play to our strengths and focus on doing things you love doing, in a way that feels good to you, that you have the biggest impact. 

This is about you as the individual, not you as a set of traits, though. If you love giving presentations, focus on how to be the best at giving presentations. If this activity invigorates you in the moment but leaves you drained after, develop this self awareness and find ways to manage yourself so you can keep delivering the best presentations you can. If you need support in delivering your message or honing your visuals, find a coach or mentor who can help you. Find ways to do the work you want to do in an impactful way that is aligned to who you are, not necessarily who or how you think you should be. Find ways to develop and be known for what you want to be known for, in a way that is aligned to who you are. If labels help build self-awareness that helps you achieve this, great – but I encourage you to not let these labels define you.

To find out more about Lindsey Hood, visit: www.lindseyhood.net