Let’s face it: calling people ‘introverts’ or ‘extraverts’ is a bit too simplistic, right? Sure, those labels are catchy and easy to throw around, but they don’t really capture the full picture of someone’s personality, especially in the workplace. Reinforcing and sticking to these categories can hold us back from truly understanding and valuing the diversity in how people think, act, and work.
So, why not ditch the labels? Moving away from the whole “introvert vs. extravert” debate can open a world of possibilities. The reality is that there is no ‘this’ or ‘that’. There’s a lot more to our personalities than being one-or-the-other, an 'introvert' or an 'extrovert'. Rather, ‘extraversion’ (or ‘introversion’!) is a scale along which people can score either high or low. Or somewhere in the middle. And this is important for us to understand in a workplace context. Maybe you love big group discussions but need some quiet time afterwards, or time to think beforehand.
Facet5 measures how much of a trait a person possesses, rather than categorising them as a ‘type’. It measures individuals on five factors based on the Big Five theory of personality, or ‘Five Factor Model’. Here, extraversion is measured as the extent to which a person needs to interact with other people. But we don’t call it extraversion. We call it Energy...
Some folks have high Energy, they’re bubbly, animated, and love socialising. Others have lower Energy, they’re quieter, more reflective, and prefer one-on-one chats or doing things by themselves. Neither is better or worse; it’s just different ways of working and being. People with a midrange score can be spontaneous, outgoing and lively when they choose to be, or when the situation requires it. But they are equally content with their own company and are comfortable when certain projects dictate working on their own.
Energy itself isn't just one thing. An individual's Energy score is made up of three sub factors: Vitality, Sociability, and Adaptability.
Vitality: This refers to an individual’s levels of obvious enthusiasm and energy.
Sociability: This refers to an interest in being with people.
Adaptability: This relates to how an individual involves others in their thinking.
By breaking it down like this, you get a much clearer picture of someone’s personality, without putting them in a box.
When we move away from ‘introverts’ and ‘extraverts,’ we start to see people as individuals with their own strengths and preferences. And this isn’t just a “nice-to-have” idea; it’s key for building inclusive and effective workplaces. Understanding the unique way each person operates lets managers and teams work smarter together. Some might thrive in high-energy brainstorms, while others bring their best ideas to the table after a bit of quiet reflection.
By removing the introvert and extravert terminology, and talking about energy, vitality, sociability and adaptability instead, we begin to eliminate this risk and create more nuance. Personality profiling approaches like Facet5, can give us a deeper insight into the granular aspects of our personalities. This allows colleagues to understand each other on a deeper level, and ultimately, work together more effectively.
