When I first meet people, they can almost immediately tell that I am an introvert. When I first learned about the term “introvert”, I assumed what most people do: that it was synonymous with being shy and quiet. My definition of the term has since changed, and I now define it as a person that gains energy and clarity from internal reflection and contemplation. Unfortunately, there are still a significant misunderstandings and assumptions about introverts and extroverts alike, particularly in the workplace. It can be difficult to understand the negative potential impacts this can have on an organization.On the contrary, these stereotypes affect a number of organizational aspects, ranging from the type of job the person can do to who gets a promotion and who doesn’t.

The majority of stereotypes are not said directly, but instead implied through work distribution and assumptions about strengths and weaknesses.  For instance, it’s rare that one hears someone say “John is an introvert so we should put him in charge of more administrative and organization based tasks”, but knowing that John is an introvert, it is likely that someone will suggest he do a task catered to what they assume to be his strengths. As evidenced by numerous group project in high school and university, expected strengths and weaknesses are not necessarily true. Being deemed an extravert by the Myer’s Briggs Type Indicator does not necessarily mean the person is good at being a leader or talking in front of a large audience. On a similar note, an introvert can still deliver an astounding speech and have phenomenal leadership skills. These assumptions are hazardous to the workplace, and can negatively affect the level of performance in a company.

You may ask why people that are affected by these stereotypes do not simply correct the error and clear any misunderstanding. The most complex problem has less to do with eliminating misunderstandings from those making the assumptions, but is restoring the belief in the affected group’s ability to do things that are not typically assumed of them. Self fulfilling prophecy is a powerful force that causes many people with large varieties of skills to limit themselves to the ones that others believe they are good at. Remediation begins with education on what introversion and extraversion truly means, as well as what it does not mean. With clear information and openness to different abilities from different personality types, businesses can leverage understanding of personality to expand the capability and teamwork within an organization.

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