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10 Signs You Are Probably An Ambivert (And You Didn’t Know It Until You Read This)

10 Signs You Are Probably An Ambivert (And You Didn’t Know It Until You Read This)

Nowadays, if you identify as an introvert or an extravert, the internet is a wonderful resource for you to affirm your sense of self, find a community of similar individuals and celebrate the personality trait that strongly influences your social life. But what about the people who cannot place themselves squarely into either of the two categories made popular by psychologist Carl Jung?

If you are not the textbook example of an introvert or an extravert, do not fear. You might be an ambivert!

Knowing where you fall on this introversion-extraversion spectrum is not a trivial fact that you could maybe bring up during dinner if you felt like it. Being aware of which environments you flourish in can help you improve your relationships with others, choose a satisfying career and search for the right life partner.

1. Your friends have a hard time classifying you as an introvert or an extrovert

This is probably one of the best signs that you might be an ambivert. Often times, we can manipulate our thoughts into making ourselves believe we possess a desirable personality trait. Your friends may even know you better than you know yourself, especially when it comes to judging how you tend to behave socially. If they’re confused, you could very well be an ambivert.

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2. Your energy isn’t drained when you’re alone, nor do you feel exhausted after lots of socialization (or maybe you tend to be drained by both equally)

One of the most popular ways of defining introverts and extraverts is the fact that introverts can be social but are drained by that use of their time, whereas extraverts feel drained of energy after spending too much time in solitude. Personality psychologist Brian Little explains that ambiverts have the best of both worlds.

Compared to introverts and extraverts, Little says, “Ambiverts are in that nice zone, in that sweet spot, where they’re able to act out of character as a pseudo-introvert or a pseudo-extravert, without paying the nervous system costs.”

If you do not think there is much of a difference between the energy you spend talking to people at a cocktail party and what you spend reading a book in bed, you could be an ambivert.

3. You are usually satisfied with your weekend plans

Whether you have been invited to a large party or you’ve decided to eat in and watch movies with a close friend, you are satisfied, and even happy. This may have to do with you being a happy person in general, or it could be your body making it much easier for you to feel that way. Being an introvert or an extravert means more than just being sociable or not being sociable, it also affects how easily you are aroused by external stimuli (or your threshold for stimulation).

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In this infant study, developmental psychologist Jerome Kagan performed an enlightening experiment to confirm that introverts have low thresholds for stimulation, meaning that they are affected by the weakest of stimuli and hence tend to seek out calm and quiet places, while extraverts have high thresholds for stimulation, so it takes a lot of extra chaos for them to feel stimulated. Ambiverts, unlike introverts and extraverts, do not have very high or very low thresholds for stimulation, allowing them to feel comfortable in almost all environments, in this case during any weekend plans.

4. During conversations you know when to keep quiet and when to talk, and you do them both relatively easily

An introvert might know when to talk, due to their hypersensitivity in social situations, but may not feel like speaking out in a large group of people. An extravert, on the other hand, might not realize when to stop talking. Ambiverts are right in the middle, so they are more intuitive than extraverts when it comes to knowing when their input is required, and less likely than introverts to keep quiet in social contexts. Again, to clarify, introverts can also speak up and extraverts can keep quiet, but the ease that ambiverts possess while performing these tasks is not possessed by the other two kinds of people.

If you find that making the right decision in social situations is relatively simple for you than it is for your introvert and extravert friends, you could be an ambivert.

5. You are emotionally stable during a concert, a yoga session and everything in between

Introverts discover that they are emotionally stable in quieter places, while extraverts generally flourish in louder, more lively places. An introvert in a loud environment will find it difficult to remain emotionally stable, while an extravert will feel emotionally unstable in quiet places. Ambiverts have the benefit in most situations because they are highly adaptable, which also makes them emotionally stable during a wider range of experiences – from the earsplitting loud music at a concert to the quiet bliss of a yoga session.

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6. You don’t relate completely with posts about introverts and extraverts

This is probably the first sign that you may not be an introvert or an extravert, but it is definitely not foolproof. Some people who lean towards being one trait may not necessarily relate with every single point about that personality trait, but if you have a feeling you are in the middle, you might be. Also, you may not be able to relate completely with friends who confidently call themselves introverts or extraverts.

7. You can’t empathize with people who are not able to sit through loud social gatherings or are uncomfortable with time spent alone

You probably sympathize with such individuals and acknowledge that it is possible for them to have trouble in these situations. But that’s as far as you can go. Because you have the ability to navigate both situations without struggle, you aren’t fully able to understand what it might feel like to desperately desire time alone or time with people.

8. You meet more people who are like you

This may have to do with the fact that we choose friends who we relate to, but it could also have something to do with the fact that the number of ambiverts in the human population is just higher. The number of self-described introverts is lowest, the number of extraverts is a bit higher and the number of ambiverts beats them both. Many people respond to descriptions of ambiverts with, “Wait, aren’t all people like this?” No, not all people are ambiverts, but in general, most people are.

9. You are shy or stable and hence mistaken about your introvert or extravert status

Shyness and stability are personality traits that are separate from those of introversion and extraversion. However, because both traits influence people’s social lives in similar ways, the presence of one can influence the perceived presence of the other. In other words, you could be a shy ambivert but swear that you are an introvert, or you could be a stable ambivert and feel like more of an extravert.

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Even psychological assessments like the MBTI (Myers-Briggs Type Indicator) may place you as either an introvert or an extravert, but the real reason your answers make you seem like one or the other is because of your shyness or stability. If you are shy, insecurities or the worry of being negatively judged are what keep you from being as sociable as you would like to be, which is different from being an introvert, for whom the possibility of being more social may seem appealing. But actually being social when they don’t need to doesn’t make them feel satisfied, or it instead makes them feel worse.

10. Right now, you feel like me after watching the first episode of “The Mindy Project”

You may have never noticed the emptiness in your soul from never reading an article that addressed your personality trait, and after reading this one, you have realized that emptiness. It’s just like how I hadn’t realized the lack of (counter-stereotypical) Indian-American television and film characters had affected me until I watched “The Mindy Project” and felt so unbelievably proud of Mindy Kaling, almost like being Indian made us sisters. If you are finally feeling a similar gratitude of being represented on the internet, congratulations, you are an ambivert! (And we’re sorry it took so long.)

So how did you do? Did you relate to all 10 signs?

You’re probably an ambivert!

But keep in mind that human beings are never 100% anything. Psychologist have made divisions of this introvert-extravert spectrum, but there really is no distinct line that divides introverts from ambiverts and ambiverts from extraverts. Some people can distinguish themselves, because they are close enough to the extremes. You could be an ambivert, or just slightly introverted or extraverted. You could be a shy extravert or a stable ambivert, a shy ambivert or a stable introvert.

The final take away? Try being more self-aware, keep track of what experiences make you happy and which ones you would feel happier doing without. Taking tests and reading articles to measure your personality traits definitely help, but they are not final, indisputable assessments of your personality. Only you can truly figure out where and when you feel most fulfilled.

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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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