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Last Updated on August 15, 2018

Who Says All Introverts Hate Socializing? Here’s The Truth About Introvert And Extrovert

Who Says All Introverts Hate Socializing? Here’s The Truth About Introvert And Extrovert

You think you may know the difference between introverts and extroverts – the common misconception is that introverts are shy and don’t like to socialize, and that extroverts are outgoing and love to be in the spotlight. But actually, there is much more to it when you scrape the surface. These two personality types are different in how they recharge their batteries and how they respond to stimuli from the environment.

    Source: Lifehack

    For example, being at a party, surrounded by noise and people, or taking up a challenging hobby pumps extroverts with energy. On the other hand, introverts don’t actually shy away from social gatherings, but to recharge, they need some time alone. While extroverts would stay all night at a party and feel energized, introverts would come to the party, enjoy for a while, but after some time, they would feel the need to go home and be with their thoughts.

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    Video Summary

    Extroverts and introverts differ in how they react to stimuli

    A research conducted by Michael Cohen and a team of scientists required introverts and extroverts to perform a gambling task, and the extroverts’ response when the gamble they took paid off was much stronger.[1] Thus, it comes as no surprise that they just love adventure and novelty, and it is all due to a genetic difference in our brains. This research indicated that introverts and extroverts process rewards in a different way, and it all has to do with our dopamine system.

    Carl Jung was the one who popularized the terms “introvert” and “extrovert”, but in the 1960s Hans Eysenck proposed that the differences in behavior of these two personality types exist due to differences in brain psychology.[2] Furthermore, he stated that introverts and extroverts have different levels of arousal – extroverts have lower levels of arousal thus they seek excitement to raise that level, while introverts are stimulated more easily so they try to keep excitement at a minimum and consequently keep arousal at the minimum.

    Moreover, these personality types also differ in how they process stimuli. As research suggests, extroverts have faster processing brains, as the pathway of stimuli is much shorter than in introverts’ brains, as this diagram suggests.[3]

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      Source: Fast Company

      It’s all about the dopamine, which makes extroverts want to seek additional stimuli

      Extroverts’ need to seek additional stimuli, which results in constantly seeking new hobbies and interests and cherishing the unfamiliar, may be the result of their genetic code which controls the dopamine function that forces them to look for new experiences.[4] Moreover, extroverts are more likely to seek out situations that will provide them with reward because of their dopamine system.[5]

      On the other hand, introverts prefer acetylcholine, which is another neurotransmitter. Acetylcholine also creates that pleasant feeling, but it’s related to introspection. For that reason, introverts don’t need to seek external stimuli to feel good. That is why extroverts might come off as easily distracted by new things, while introverts seem more focused.

      Introverts vs extroverts: how they react in certain situations

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        Source: Office Vibe

        It’s weekend, and time to go out, but it was a tiring week. What would extroverts do? They would definitely call some friends and go out. What would introverts do? They would rather stay at home and catch up on their reading or favorite show.

        You need to make plans for the next week. What would extroverts do? They would probably think “Why do I need to make plans? I’ll just wait and see how things unfold, and see what I would like to do.” And introverts? They would definitely have to think before deciding something and make some plans in advance.

        There is a business meeting and you have a great idea. What would extroverts do? They would definitely speak their mind and pitch their idea without thinking twice. And introverts? They would stay quiet, and speak only if someone asks for their opinion.

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        You need to move to a different place. How would extroverts feel? “Great, something new, I can’t wait to move!” And introverts? It would feel as a torture for them, as they struggle to accept changes.

        It is not possible to say that extroverts are better than introverts or vice versa. Every personality type has its good sides and bad sides, and every person should take the time to really understand and accept themselves.

        Reference

        More by this author

        Ana Erkic

        Social Media Consultant, Online Marketing Strategist, Copywriter, CEO and Co-Founder of Growato

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        Last Updated on February 21, 2019

        The Secret to Effective Conflict Resolution: The IBR Approach

        The Secret to Effective Conflict Resolution: The IBR Approach

        In business, in social relationships, in family… In whatever context conflict is always inevitable, especially when you are in the leader role. This role equals “make decisions for the best of majority” and the remaining are not amused. Conflicts arise.

        Conflicts arise when we want to push for a better quality work but some members want to take a break from work.

        Conflicts arise when we as citizens want more recreational facilities but the Government has to balance the needs to maintain tourism growth.

        Conflicts are literally everywhere.

        Avoiding Conflicts a No-No and Resolving Conflicts a Win-Win

        Avoiding conflicts seem to be a viable option for us. The cruel fact is, it isn’t. Conflicts won’t walk away by themselves. They will, instead, escalate and haunt you back even more when we finally realize that’s no way we can let it be.

        Moreover, avoiding conflicts will eventually intensify the misunderstanding among the involved parties. And the misunderstanding severely hinders open communication which later on the parties tend to keep things secret. This is obviously detrimental to teamwork.

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        Some may view conflicts as the last step before arguments. And they thus leave it aside as if they never happen. This is not true.

        Conflicts are the intersect point between different individuals with different opinions. And this does not necessarily lead to argument.

        Instead, proper handling of conflicts can actually result in a win-win situation – both parties are pleased and allies are gained. A better understanding between each other and future conflicts are less likely to happen.

        The IBR Approach to Resolve Conflicts

        Here, we introduce to you an effective approach to resolve conflicts – the Interest-Based Relational (IBR) approach. The IBR approach was developed by Roger Fisher and William Ury in their 1981 book Getting to Yes. It stresses the importance of the separation between people and their emotions from the problem. Another focus of the approach is to build mutual understanding and respect as they strengthen bonds among parties and can ultimately help resolve conflicts in a harmonious way. The approach suggests a 6-step procedure for conflict resolution:

        Step 1: Prioritize Good Relationships

        How? Before addressing the problem or even starting the discussion, make it clear the conflict can result in a mutual trouble and through subsequent respectful negotiation the conflict can be resolved peacefully. And that brings the best outcome to the whole team by working together.

        Why? It is easy to overlook own cause of the conflict and point the finger to the members with different opinions. With such a mindset, it is likely to blame rather than to listen to the others and fail to acknowledge the problem completely. Such a discussion manner will undermine the good relationships among the members and aggravate the problem.

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        Example: Before discussion, stress that the problem is never one’s complete fault. Everyone is responsible for it. Then, it is important to point out our own involvement in the problem and state clearly we are here to listen to everyone’s opinions rather than accusing others.

        Step 2: People Are NOT the Cause of Problem

        How? State clearly the problem is never one-sided. Collaborative effort is needed. More importantly, note the problem should not be taken personally. We are not making accusations on persons but addressing the problem itself.

        Why? Once things taken personally, everything will go out of control. People will become irrational and neglect others’ opinions. We are then unable to address the problem properly because we cannot grasp a fuller and clearer picture of the problem due to presumption.

        Example: In spite of the confronting opinions, we have to emphasize that the problem is not a result of the persons but probably the different perspectives to view it. So, if we try to look at the problem from the other’s perspective, we may understand why there are varied opinions.

        Step 3: Listen From ALL Stances

        How? Do NOT blame others. It is of utmost importance. Ask for everyone’s opinions. It is important to let everyone feel that they contribute to the discussion. Tell them their involvement is essential to solve the problem and their effort is very much appreciated.

        Why? None wants to be ignored. If one feels neglected, it is very likely for he/she to be aggressive. It is definitely not what we hope to see in a discussion. Acknowledging and being acknowledged are equally important. So, make sure everyone has equal opportunity to express their views. Also, realizing their opinions are not neglected, they will be more receptive to other opinions.

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        Example: A little trick can played here: Invite others to talk first. It is an easy way to let others feel involved and ,more importantly, know their voices are heard. Also, we can show that we are actively listening to them by giving direct eye-contact and nodding. One important to note is that never interrupt anyone. Always let them finish first beforeanother one begins.

        Step 4: Listen Comes First, Talk Follows

        How? Ensure everyone has listened to one another points of view. It can be done by taking turn to speak and leaving the discussion part at last. State once again the problem is nothing personal and no accusation should be made.

        Why? By turn-taking, everyone can finish talking and voices of all sides can be heard indiscriminantly. This can promote willingness to listen to opposing opinions.

        Example: We can prepare pieces of paper with different numbers written on them. Then, ask different members to pick one and talk according to the sequence of the number. After everyone’s finished, advise everyone to use “I” more than “You” in the discussion period to avoid others thinking that it is an accusation.

        Step 5: Understand the Facts, Then Address the Problem

        How? List out ALL the facts first. Ask everyone to tell what they know about the problems.

        Why? Sometimes your facts are unknown to the others while they may know something we don’t. Missing out on these facts could possibly lead to inaccurate capture of the problem. Also, different known facts can lead to different perception of the matter. It also helps everyone better understand the problem and can eventually help reach a solution.

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        Example: While everyone is expressing their own views, ask them to write down everything they know that is true to the problem. As soon as everyone has finished, all facts can be noted and everyone’s understanding of the problem is raised.

        Step 6: Solve the Problem Together

        How? Knowing what everyone’s thinking, it is now time to resolve the conflict. Up to this point, everyone should have understood the problem better. So, it is everyone’s time to suggest some solutions. It is important not to have one giving all the solutions.

        Why? Having everyone suggesting their solutions is important as they will not feel excluded and their opinions are considered. Besides, it may also generate more solutions that can better resolve the conflicts. Everyone will more likely be satisfied with the result.

        Example: After discussion, ask all members to suggest any possible solutions and stress that all solutions are welcomed. State clearly that we are looking for the best outcomes for everyone’s sake rather than battling to win over one another. Then, evaluate all the solutions and pick the one that is in favor of everyone.

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