In this article, you will discover:
- What the Extraversion (E) preference means in the MBTI®;
- How to know whether you are an Extravert;
- How to improve if you are one.
You will also learn about a lesser-known fact:
We all carry within us both an extraverted and an introverted side, which interact dynamically.
This explains why many people find it difficult to determine whether they are Introverts or Extraverts.
What Is Extraversion (E)?
What Is Extraversion (E) in the MBTI?
Myers and Briggs defined the Extraversion (E) preference as drawing one’s energy from engaging with the external world. In contrast, people who prefer Introversion (I) recharge by turning inward and connecting with their inner world.
From birth, we naturally develop a preference for either Introversion (I) or Extraversion (E). This preference forms very early in life and becomes the one we use instinctively, spontaneously, and without effort.
In other words, Extraversion (E) is our innate way of recharging and maintaining our energy by interacting with the external world.
The Main Traits of Extraverts
What Are the Main Traits of People Who Prefer Extraversion (E)?
People with a preference for Extraversion (E):
- Generally find it easier than Introverts to make contact with others;
- Are often the ones who initiate interactions;
- React more spontaneously;
- Tend to think out loud, act first, and reflect afterwards.
Extraverts also differ in how they use their energy or in their decision-making style. Linda Berens’ Interaction Styles® model shows that Extraverts often prefer a decision style that is immediate or oriented towards seeking consensus.
However, there are many similarities between two individuals who differ only by their preference for Extraversion (E) or Introversion (I), particularly in areas such as:
- Communication;
- Leadership style;
- Conflict management;
- Change management...
Among all MBTI® preferences, the difference between Extraversion (E) and Introversion (I) is generally the one that influences people’s behaviour the least.
Am I an Extravert or an Introvert?
Am I an Extravert or an Introvert?
Determining whether someone has a preference for Introversion (I) or Extraversion (E) is the final step we take during a MBTI training or when conducting a discovery interview to identify a coachee’s MBTI profile. We proceed this way for two main reasons:
- It is the polarity that has the least influence on a person’s natural ways of functioning.
- Identifying the other preferences beforehand makes this step much easier.
To identify a preference for Extraversion (E), we ask questions about:
- Childhood and adolescence (Introversion (I) and Extraversion (E) follow cycles throughout one’s life).
- Decision-making patterns (Interaction Styles® are very useful in distinguishing between E and I).
We remain cautious about drawing conclusions based on whether someone spoke a lot or very little during the training.
Introverts may sometimes appear Extraverted when they talk about a subject that truly interests them or when they feel comfortable.
Why Do Some Introverts Believe They Are Extraverts?
Beware of confusion! Why do some Introverts believe they are Extraverts?
The most common confusion between Extraversion (E) and Introversion (I) concerns Introverts who believe they are Extraverts. Indeed, Introverts may be very talkative when discussing topics they are passionate about or when they are with people they feel close to.
We observe the reverse confusion far less frequently.
Introverts with a preference for Feeling (F) also often believe they are Extraverts because of a misunderstanding of what Extraversion (E) truly is. Extraversion is not an indicator of interest in others. A person may need frequent social contact without necessarily having strong empathy or sensitivity to others’ emotions. Many Extraverted Thinkers (T) will undoubtedly recognise themselves in this.
It is also important to note that shy Extraverts do exist, and we have met quite a few during training sessions. Working with these participants highlights the importance of being cautious when attempting to determine someone’s profile, which is why our field relies on the following core principle:
"Only the individual can determine their own profile."
Asking a shy Extravert and a shy Introvert about how they experience their shyness is fascinating, and a powerful way to grasp the true difference between Extraversion (E) and Introversion (I).
Stereotypes About Extraverts
What are the common stereotypes or misunderstandings about Extraverts?
Extraversion (E), being much more widely recognised than preferences such as Sensing (S) or Intuition (N), is often associated with many stereotypes and misconceptions:
- An Extravert is not necessarily a better communicator (communication involves both speaking and listening).
- Extraversion (E) does not mean having greater self-confidence.
- Extraverts are not more attuned to others.
- They are not naturally intrusive.
- An Extravert does not need to be the centre of attention (this relates to a different phenomenon).
- They are not less intelligent than Introverts.
Extraversion (E) is not an advantage in itself; like every other preference, it comes with both strengths and limitations.
Extraversion (E) in the Workplace
How does Extraversion (E) show up in the workplace?
Extraverts tend to:
- Approach colleagues more easily.
- Prefer environments where they can have frequent interactions.
Today, open-plan offices are popular. The idea is that removing physical barriers and opening up the workspace might facilitate communication. However, this is quite a naïve assumption. The real barriers between people are not physical, but psychological and organisational. They often stem from a lack of psychological safety or from a difficult history within the company.
In fact, open-plan offices can even heighten relational tensions, as they prevent individuals from taking the distance they need to feel secure.
That said, open-plan spaces do suit Extraverts better than Introverts; we have often witnessed strong complaints from the latter when moving to such environments.
- Think out loud and speak more readily in meetings, as they naturally engage with others and do not feel the need to fine-tune their thoughts before expressing them.
- Some Extraverts may also display more spontaneous behaviour.
Our extraverted participants often ask us how to encourage Introverts to speak up. They are frequently surprised to learn that the key is simply to give Introverts more space and to be patient when asking them questions.
How to Improve When You Are an Extravert?
How can I improve my skills or productivity using my preference for Extraversion (E)?
Here are three key ways to enhance your effectiveness as someone with a preference for Extraversion (E):
- Offer your support when your ease of contact can be useful:
Use your natural spontaneity and ability to engage easily with others in situations where they genuinely add value for your colleagues.
- Avoid overplaying your Extraversion (E):
Try not to become intrusive; allow time and space for others to speak. Preparing your responses before expressing yourself can also help, as too much spontaneity may affect how others perceive you.
- Learn from differences, especially from colleagues who prefer Introversion (I):
Instead of judging them as shy, distant, not very communicative, or even antisocial (a comment we often hear in training), notice what they can teach you and how their approach complements yours.
Coaching an Extravert
What should an Extravert work on in coaching?
Coaching themes for someone with a preference for Extraversion (E) are generally linked to:
- Active listening:
Extraverts tend to speak easily and express themselves spontaneously. They do not always adopt a sufficiently attentive listening style.
Patience and tolerance for silence:
Extraverts often feel a stronger need to fill silence than Introverts do. Working on patience and the acceptance of silence can help create more balanced interactions with Introverts.
- Reflecting before acting:
Because they tend to act quickly, Extraverts may sometimes make decisions without taking enough time to think them through. Coaching can help them develop a healthier balance between action and reflection.
- Sensitivity to the needs of Introverts:
In environments where they work closely with Introverts, it may be useful for Extraverts to develop a better awareness of the needs of those who prefer calmer and more “considered” interactions.
- Introspection and self-connection:
Extraverts—especially those who have not yet developed their auxiliary introverted function (see FAQ)—are often outward-focused. Coaching can support them in strengthening their connection to their inner world, deepening their reflection, and cultivating introspection.
The coaching approach for an Extravert can be adapted according to their MBTI profile, which illustrates why the MBTI can be helpful in coaching.
Communicating More Effectively with an Extravert
How to Communicate More Effectively with Extraverts
- Respond promptly when they speak to you.
If you need time to prepare your answer, let them know that you have heard their question and are taking a moment to formulate your response.
- Be sufficiently spontaneous and willing to engage with them.
- Manage your discomfort if you feel overwhelmed by their presence or if you find them loud or even intrusive.
- Acknowledge their difficulty in connecting with their inner world or slowing down. Remember that this is an area that requires effort for them.
Communicating better with Extraverts begins by letting go of stereotypes of all kinds and recognising that their differences are a source of richness and learning for Introverts.
Links with Other Models
How Does This Connect with Other Personnality Type Models?
Taibi Kahler’s Process Com®
During Process Com® training, we have not observed any specific link between the preference for Extraversion (E) and any particular Process Communication® personality type—except that we have yet to come across an Imaginer profile with an innate preference for Extraversion (E).
Of course, not having personally met any does not mean they do not exist.
Linda Berens’ Interaction Styles®
Extraverted types fall into one of the following Interaction Styles®:
- “In Charge®”: fast-paced and intense in their physical rhythm, with a need to make decisions as quickly as possible.
- “Get Things Going”: energetic and engaging, with a need to ensure that decisions are reached through consensus.
David Keirsey’s Temperaments
There is no link between Extraversion (E) or Introversion (I) and the temperaments. This preference therefore has no effect on the natural leadership style (whether expected by team members or applied by the leader).
The Other MBTI® Preferences
What Are the Other MBTI Preferences?
Discover the MBTI preferences:
| Extraversion (E) | Introversion (I) |
| Sensing (S) | Intuition (N) |
| Thinking (T) | Feeling (F) |
| Judging (J) | Perceiving (P) |
