Traits of introverts and extroverts

Crystal Knows - Introvert vs Extrovert Traits and Characteristics

Being perceived as introvert vs extrovert usually is characterized by how you respond to social situations and stimuli from everyday life. Extroverts are generally thought to enjoy the spotlight or being the center of attention, while introverts are more anti-social and isolated. These stereotypes aren't very forgiving, yet in reality, they are far more intricate.

As complex beings, humans may not fit on just one side of the spectrum. Depending on what energizes us and what types of things drain us, we may fall anywhere on this spectrum-- showing both introverted and extroverted tendencies. Keep in mind as you read on that there are different types of introverts and extroverts, and everyone can be a little bit of both at a particular time or another.

What is the difference between an introvert and an extrovert?

Extroversion and introversion refer to where someone gets their energy from. The difference between an extrovert and an introvert is extroverts are energized through socialization and collaboration, whereas introverts receive energy from alone time or in social settings with much smaller groups. For example, after a long work week, an extrovert will typically enjoy spending time with others at social gatherings. In contrast, an introvert may wish to avoid all social activities and instead go home to decompress alone. With varying levels of intensity, people often identify with both personality types depending on the circumstances.

Introvert vs Extrovert Chart

When comparing introversion vs extraversion, remember that it is not black and white. Each person can be introverted or extroverted at times, with a tendency to lean more one way or another. Or, you may be an ambivert (most people are) and fall somewhere between-- consistently extroverted in some areas and introverted in others. Understanding these differences can help you better navigate different scenarios and understand how you interact with the world around you.

Comparison	Introvert	Extrovert
How do you spend your time?	Solitary activities such as reading or listening to podcasts, taking trips to the museum or coffee shop alone, daydreaming, or writing	Social activities such as group dinners or parties, going out to events or venues with groups of friends, meeting new people, or trying new things
Do you prefer large or smaller groups of people?	Smaller groups of people	Larger groups of people
Do you feel comfortable or anxious around strangers?	Can feel anxious or uncomfortable around strangers and may feel drained after too much social interaction	Does not feel anxious or uncomfortable around strangers and enjoys meeting and getting to know new people
What is your ideal work environment?	Peaceful, quiet, with plenty of alone time to independently complete tasks	Social, lively, with lots of collaboration and opportunity to interact with coworkers
How do you behave in social settings?	Shy or reserved	Outgoing or social
How do you communicate with others?	Prefer to organize your thoughts and think through opinions before voicing them (in writing if possible)	Speak ideas and thoughts with ease and confidence and enjoy face-to-face conversations
How do you process information?	Very introspectively, taking time to understand all factors	Tend to think out loud, forming ideas and opinions as they discuss

Extrovert vs.

introvert characteristics explained

1. How do you spend your time?

Differences in introverts and extroverts characteristics have a significant impact on how they spend their free time. Introverts typically enjoy spending their time participating in solitary activities that allow them peace from others. These activities can vary depending on someone's interests. Still, generally, activities such as reading, writing, listening to music or podcasts, or single-player games and activities are all excellent options for introverts. On the other hand, extroverts are more inclined to spend their time with others; extroverted people usually like to attend large social events, go out on the town, or participate in group games and activities.

2. Do you prefer large or small groups?

Extroverts tend to receive energy when in larger groups and thus prefer them for socializing and collaborating over small groups. In both professional and social settings, introverts prefer small groups and often find small talk and large groups extremely draining.

3. Do you feel comfortable or anxious around strangers?

Social anxiety can occur in both an extroverted and introverted person, and feeling anxious is not always a characteristic of an introvert. That being said, extroverted people tend to be more open towards and welcome social interaction with strangers. While introverts are more likely to experience adverse feelings towards a social situation, that isn't automatically the case-- it could just be the idea of socializing itself that makes them uncomfortable or anxious.

4. What is your ideal work environment?

The most ideal jobs for introverts will typically include quiet, solitary work environments, where they are free from external stimulation and distractions and can concentrate on their tasks. They may find being productive a challenge when in a busy, social, or open-concept office and struggle when required to interact with coworkers or clients constantly. In contrast, the best jobs for extroverts will include active, heavily collaborative team settings, where they can talk through their ideas and problems and socialize with their colleagues.

5. How do you behave in social settings?

In social settings, introverts tend to act more reserved or even shy in their demeanor, as they process things introspectively and are often in their thoughts. Introverts aren't necessarily shy as they may seem; they just prefer to build meaningful connections with fewer people, gaining energy through smaller social gatherings. Extroverts are often bold and enthusiastic when socializing, perhaps even the center of attention or seeming as though they can't stop talking. In social settings, extroverts usually jump at the chance to introduce themselves to someone new and will seek out experiences that allow them to do so.

6. How do you communicate with others?

When communicating with others, extroverts prefer to communicate verbally and face-to-face. They like to quickly process information and speak their mind, figuring things out as they go and bouncing their ideas off of others. Introverts typically prefer one-on-one, deep, and meaningful conversations. Because they put a lot of thought behind their words and take time to organize their opinions and feelings, they place a high value on communicating with others. They are more open and social with those in their close circle than with strangers or colleagues and acquaintances.

7. How do you process information?

Extroverts process information verbally, often thinking through problems and ideas out loud. They are fast-paced and may jump from topic to topic while processing; allow them time to reach a conclusion and verbalize things accurately. On the other hand, introverts need time to process the information on their own before voicing their concerns or opinions. While they may seem quiet or timid, introverts are just introspective by nature and will focus on their inner expressions, feelings, and thoughts first.

What is the introvert-extrovert spectrum?

While you may lean heavily one way or another, people typically aren't just an introvert or only an extrovert. Depending on the situation and circumstances, you may be introverted in some areas but extroverted in others. Extroverts and introverts lie on opposite ends of a spectrum, and each person is unique in their position on that same spectrum. Most of the time, people fall somewhere in the middle and can also be known as ambiverts. Being characterized by ambiversion means that you adopt both introvert and extrovert tendencies in how you see, process, and respond to your world.

The introvert vs extrovert spectrum is a way to categorize people based on how they interact with external and internal stimuli. Your level of introversion refers to how introspective you are, whereas extroversion explains how you interact with and respond to external stimuli. When measuring a person's introversion and extroversion, remember that someone will typically resonate more with one side but still exhibit qualities of the other in different contexts.

4 Types of introvert examples

Introversion is complex; contrary to popular belief, it is not a "one size fits most" concept. Most people who identify as introverts are a unique mix of four main types: anxious, thinking, social, and restrained. These types were determined through a study done by Jonathan Cheek in 2011. He interviewed around 500 self-proclaimed introverts from the ages of 18 to 70, asking them to rate different statements based on how characteristic they felt they were of themselves. While all four types of introverts share a more inward-facing quality, there are many distinctions as well.

1. Social

Social introversion encompasses the more traditional or stereotypical introvert style; this type tends to prefer smaller groups or being alone instead of larger, more collaborating groups. Constantly interacting with others or being required to be social can be very draining for social introverts because they draw their energy from solitude. Social introverts may be misperceived as shy people when in reality, they prefer to remain silent or more reserved in social settings. To measure participants' level of social introversion, Cheek would ask them how true statements such as "I do not have a strong need to be around other people" and "I feel drained after social situations, even if I enjoyed myself" were for them.

2. Thinking

Different from social introverts, thinking introverts do not necessarily steer clear from social situations or events. Thinking introverts are more inclined to get lost in their thoughts, as they are very introspective and reflective by nature. When processing information, these people may seem to momentarily leave the conversation as they organize their thoughts and think through their words before speaking. These types of introverts find peace in activities such as reading or researching, where they can be in a cognitive, thoughtful state. To measure a participant's level of thinking introversion, they were asked how true statements such as "I have a rich, complex inner life" and "I am inclined to be introspective, that is, to analyze myself" were for them.

3. Anxious

People with anxious introversion may shy away from large events or circumstances that push them out of their comfort zone or situations that make them feel nervous or unsafe. Anxious introverts tend to avoid social interactions at all costs, often coming off as rude or dismissive. This avoidance may stem from being self-conscious or a fear of the uncomfortable. Even when alone, anxious introverts may spend time overanalyzing things that have occurred or overthinking what could go wrong in the future. To measure a participant's level of anxious introversion, they were asked how true statements such as "When I enter a room I often become self-conscious and feel that the eyes of others are upon me" and "Even when I am in a group of friends, I often feel very alone and uneasy" were for them.

4. Restrained

Restrained, or inhibited, introverts are usually calm and collected and place a high value on thinking through each of their thoughts and opinions before voicing them aloud. Restrained introverts are typically very reserved in social settings and can appear stoic or difficult to read. They put a lot of thought into their words and actions and may take longer to execute tasks or make decisions as a result. To measure a participant's level of restrained introversion, they were asked how true statements such as "For relaxation, I like to slow down and take things easy" and "I often act on the spur of the moment" were for them.

4 Types of extrovert examples

Typically thought of as the outgoing, social butterflies, extroverts don't shy away from social settings and welcome new experiences with open arms. Similar to introverts, however, four overarching types of extroverts have been distinguished. These varying types of extroversion characterize how a person gains and processes information about the world around them. These four types, discovered through the work of psychologist Carl Jung--sensing, intuitive, feeling, and thinking-- have since become fundamental in the understanding of personality and measuring extroversion.

1. Sensors

Sensing extroverts rely on external stimulation for both their enjoyment and as an energy source. Instead of turning inward, they use their five primary senses to gather and interpret information from around them and draw their conclusions from that. Because of their need for external stimulation, they often engage in new experiences or hands-on activities-- anything that will put them in exciting environments. These people prefer bonding with others over fun activities or adventures that provide physical stimulation instead of deep conversations.

2. Intuitors

Unlike sensors, intuitive extroverts do not rely on external stimulation for most of their energy but rather through theorizing about philosophical concepts or sharing ideas with others. Intuitors enjoy deep, meaningful conversations that will cause them to think critically or form connections about the world around them. These extroverts take the information they've gathered to develop possibilities of what may happen in the future or how things are interconnected. Although they may struggle at times to be present in the moment, intuitors are open-minded and enjoy understanding different perspectives-- a trait that makes them nonjudgmental and welcoming to others with opposing beliefs or opinions.

3. Feelers

Feeling extroverts receive energy from connecting with others and require constant human interaction for their well-being. They strive to form meaningful connections, share ideas, and understand them and their values when interacting with others. They are natural peacekeepers and will often put the needs of others ahead of their own, sometimes forgetting to take care of themselves altogether. Subsequently, these types of extroverts are highly empathetic of others and place a high value on morals.

4. Thinkers

Confident, assertive, thinking extroverts are natural leaders who typically receive energy from leading others and accomplishing goals. Because they find comfort in structure, thinking extroverts prefer to have an efficient process or system for completing tasks or going about their day. When making decisions, thinkers are decisive, logical, and unafraid to take control and get things done. They are happiest when they are challenged, able to create tangible results, and able to solve problems.

Key takeaways on introversion vs extraversion

Introversion and extraversion are both far more complex than people usually realize. Rather than being black or white, these traits fall at opposite ends of a spectrum-- with most people falling somewhere in between. Most people are considered ambiverts, as they may have both introvert and extrovert tendencies depending on the context. Each person is unique and therefore displays their own blend of these characteristics. Learning about your personality type is beneficial to understanding the way you process information, respond to external or internal stimuli, and where you receive your energy from.

Extroversion and introversion are among various other personality-defining traits. Take our free personality assessment to learn your unique profile.

Introvert vs. Extrovert Personality Traits

Interviewer's Guide

Personality Temperament History
Understanding the 4 Personality Types
- Type A personality
- Type B personality
- Type C personality
- Type D personality
- Type X personality
Influence of Secondary Personality Temperament
Trait Scales Overview
- Trait Ranges
- How Trait Values Are Determined
- Trait Scale Confidence Scores
Defining the Traits
Personality Profile Reports
- Summary Report
- Overview Report
- Sample Interview Questions
- Baseline Summary Report
Applying the concept of baseline files
Management involvement
Covering the bases - legal aspects to consider

Among the employees on your team, each person will vary in his or her desire for sociality, but in general, you can categorize people into one camp or the other: Introverts vs. extroverts. Let’s take a look at the differences between these two types, including how they prefer to work, communicate and use their time, and explore why you need both introverts and extroverts in the workplace.

What is an introvert?

An introverted person is a quiet, reserved individual who directs their own interests toward themselves rather than others. Introverts generally keep to themselves and are not likely to make many, if any, overt gestures to meet new people on their own. An introvert is usually not a risk taker and would not be very comfortable, for example, making cold calls in sales.

What are the characteristics of an introvert?

In general, introverts show the following characteristics:

They tend not to like conflict and avoid it if they can
They enjoy solitary tasks and assignments rather than team projects
They prefer to focus on one thing at a time
They prefer working in quiet environments.

How to work with an introvert

Introverts are often hard-working and seriously focused on their tasks, especially if they’re given the opportunity to work alone in an independent environment. In the workplace, introverts are interested in serious information rather than chit-chat or small talk, which distracts them from their work, so it’s a good idea to “get to the point” when you talk with introverts.

How to train an introvert

When given new information, introverts may not have immediate questions. They often need time to think about problems and how to solve them. Don’t assume that just because they don’t have questions right away that they’re not listening!
Employees with an introverted personality tend to like writing down concepts and ideas and engage in critical thinking, so give them time and ways to do just that.
Self-guided, online training can be highly effective for introverts as long as the content is focused, has substance and is relevant.

How to motivate an introvert

Since introverts tend to like to work alone in a quiet place, find ways to provide this type of environment
Provide them with a predictable, structured work schedule and timeline for projects
Look for ways to let him/her structure their workday as they see fit – for instance, keeping meetings at a minimum and allowing for uninterrupted work time in the morning or afternoon for better concentration.

How to give feedback to an introvert

Introverts are often not comfortable getting praise or criticism in public, so it’s better to sit down one-on-one for a discussion, listen to their in-depth ideas and/or put your comments and suggestions for them in writing
Encourage them to share their thoughts – whether in discussion or in writing – and provide a way and space for them to be comfortable
Schedule one-on-one time for discussion in advance and give them a clear idea of what you’d like to talk about so that he or she has plenty of time to formulate their ideas.

What is the opposite of an introvert?

The opposite of an introvert is an extrovert. While introverts like quiet, solitary environments and time to think about ideas, extroverts prefer talking with people, social contact and working in teams.

What is an extrovert?

In general, an extrovert is someone who is very social, gregarious, outgoing and interested in taking the initiative to meet new people in business and social situations. In the workplace, extroverts will not keep much to themselves in terms of what is on their mind and will enjoy being the center of attention.

What are the characteristics of an extrovert?

They like to be in active, social environments and are comfortable talking with and to a wide range of people
They are known for being enthusiastic, friendly and persuasive
They like team projects and group activities.

How to work with an extrovert

Learning how to work with an extrovert can benefit your business in many ways. In general, extroverts are social and like to work with other people, rather than alone, so they tend to do well in team environments. They also tend to dive into projects right away, while introverts may need more time to think about how to tackle what’s in front of them.

How to train an extrovert

Extroverts generally prefer to talk through things rather than think through them, so in training, it’s a good idea to allow plenty of time for questions and discussion when presenting new ideas
Group training is often highly effective for extroverts, who enjoy team discussions and learning projects.

How to motivate an extrovert

Extroverts like sharing their thoughts and feelings, so ask them their opinions, how they think things are going, where they see areas for improvement, etc.
Extroverts like to be in charge, so giving them the chance to lead a team or project is a great way to show appreciation for a job well done
Extroverts like variety, so give them a chance to mix things up and take on different types of projects and tasks.

How to give feedback to an extrovert

Extroverts like getting positive verbal feedback (especially getting praise in public!) and to discuss how things are going
Set up regular times to talk through things with them rather than just write out notes or give feedback in emails.

Which is a better worker: Introvert vs. Extrovert?

When it comes to introverts vs. extroverts in the workplace, one type isn’t “better” than another – it all depends on the job you need the person to do and the traits you identify as necessary for success in a particular role. Hire Success can provide insights into each job candidate/current employee you have and help you determine the traits you need.

Try It Free Request a Demo

Extroverts, introverts, ambiverts: who they are and how to work with them

The company's team consists of a large number of people with different characters. In order for an HR specialist to effectively interact with employees, understand their motivation, know which work is comfortable for them and which is not, you need to be able to determine the personality type of specialists. There are three types of personality types: extroverts, introverts and ambiverts.

In our new article, you will learn what these types of people are and how to interact with them for productive work.

An extrovert: distinctive characteristics and secrets of interaction

Extroverts are the "lighters" of the company, which are open to the world and directed towards people. They are very sociable and easily get along with people. As a rule, extroverts quickly get used to the new team and can carry on any conversations.

Extroverts are filled with energy if there are a lot of people around them. The book Cognitive, Affective, and Behavioral Neuroscience states that there are two types of extroverts:

Active. Their key characteristics are assertiveness, success leadership, perseverance. Active extroverts like to be the center of attention and very often occupy leadership positions.
Affiliates. Friendly, open and sincere guys. They easily find contact with new people and value their loved ones very much, because relationships mean a lot to them.

The main characteristics of extroverts:

love to be the center of attention;
do not like routine and monotony, they prefer variety;
know a lot of people and make contact with strangers easily;
they are driven by interesting work tasks, they are happy to take on a variety of complex tasks, but only if they are interested;
first they speak, then they think;
prefer to talk and talk about themselves than to listen to the interlocutor and try to understand his problem.

How to work with extroverts and set them tasks: 4 tips from the Hurma team

1. When setting tasks, it is very important to give them time and the opportunity to reason and ask interesting questions. Ask the extrovert for feedback on the task, let him tell you how he understood it, say deadlines and expected results.

2. Extrovert employees should be assigned to projects where they can learn something new for themselves. In addition, it is important to create a “competitive” environment for them, since it is these conditions that motivate them the most.

3. Give them the opportunity to be in the spotlight, be a mentor to someone, lead a discussion in which they can take the initiative and take action.

4. As a rule, extroverts have adequate self-esteem and are self-confident. But despite this, it is important to praise them and celebrate their achievements.

Introvert: distinctive characteristics and secrets of interaction

An introvert is the exact opposite of an extrovert. Such people focus more on their inner world than on the outside. Introverts are not very sociable, but at the same time, very pleasant interlocutors, if you talk with them on topics that interest them. In addition, if you find an approach to them and make friends, you can learn a lot of interesting things, since these are people with a rich inner world.

They place the main emphasis on their own knowledge and experience, and not on the views of other people. An introvert likes to read, plan things, work more productively in a calm environment. You can recognize an introvert by the expressions: "I need to think", "I need to analyze", etc.

only those people with whom they have developed close, trusting relationships are considered friends;

calm and balanced;

first they think and only then they speak;

do not like multitasking and work overload.

How to work with introverts and set them tasks: tips from the Hurma team

1. Introverts think a lot and that is why they are not always able to quickly answer the question. Give them time to think things over, formulate an answer, study more information. If introverts do not know something, they study the issue, delving into the details.

2. Be prepared to answer a large number of questions, because it is important for introverts to understand the manager's analytics, why the task needs to be done in this way, on what grounds this or that decision was made.

3. Introverts have one feature similar to extroverts - they also need praise and recognition of their merits. And in principle, praise is important to everyone, do not spare praise, well, really 🙂

4. When working with an introvert and setting a task, accurately calculate the time frame, explain step by step how and what needs to be done.

5. These are not the kind of people who need to be constantly monitored. If you want to work with an introvert, give him more freedom of action.

6. If you do not have time to communicate with them personally, use e-mail or corporate messengers.

Ambivert: distinctive characteristics and secrets of interaction

Ambivert is the golden mean between a calm introvert and a hyperactive extrovert. Depending on the specific situation, they can behave both as introverts and as extroverts. If they are uncomfortable, they immerse themselves in themselves; if they like the surrounding conditions, ambiverts actively communicate with everyone.

These people value both social interaction and solitude, when they can be alone and think. Barry Smith, director of the Human Psychophysiology Laboratory at the University of Maryland, claims that 68% of people are ambiverts.

The main signs of ambiverts:

quickly join a new team and do not experience discomfort when communicating with strangers;
have empathy, understand and listen to the emotions of other people;
they have a wider social circle than introverts;
they connect with people more deeply than extroverts.

How to work with ambiverts and set them tasks: tips from the Hurma team

1. Ambiverts can work with both routine and interesting tasks. Therefore, if there is monotonous work in the list of tasks, they will do it.

2. If you have difficult tasks, you can entrust their implementation to ambiverts. They are easy-going and not afraid to take risks.

3. Ambiverts are not afraid of public speaking at events, make many contacts and quickly win over. So they are the first who want to participate in various activities.

4. While working with them, remember that they, like introverts, think a lot, try to analyze all moments and aspects in order to make an informed decision.

Flexibility is key

It is important for HR managers and leaders to consider the personality types of employees in order to entrust them with projects in which they will perform at their best, and not vice versa. For example, if you want an extrovert to do a great job, don't give them a task that requires a lot of attention to detail.

Encourage introverts to be active when they are active, make sure that there are not too many extroverts and they do not annoy their colleagues.

But, most importantly, remember that there are very few people who are of the extraverted or introverted type. So put in the forefront not what type you or your colleagues are, but flexibility and mutual respect.

Extroverts and introverts: personal characteristics and abilities

Author: Evgeny Pavlovich Ilyin , Doctor of Psychology, Professor of the Russian State University. A.I. Gertsen, Honored Scientist of the Russian Federation.

Extraversion - introversion (from lat. extra - "outside", intro - "inside", versio - "unfold, turn") - a characteristic of typical differences between people, the extreme poles of which correspond to the predominant orientation of a person either to the world external objects (for extroverts) , or to their own subjective world (for introverts) .

The terms "extrovert" and "introvert" have been present in English dictionaries since 1755. However, the concept of "extraversion - introversion" was introduced into scientific use by Carl Jung at the beginning of the 20th century. to designate two opposite types of personality, which differ in a peculiar attitude towards the object: positive - in the extrovert and negative - in the introvert. At the same time, Jung emphasized that each person has features of both an extroverted and introverted type . The difference between people consists in the ratio of these traits : in the extrovert, some predominate, while in the introvert, others.

The division of people into types of extroverts and introverts is carried out taking into account such qualities as sociability, talkativeness, ambition, assertiveness, activity and a number of others.

Personal characteristics of extroverts and introverts

Introverts are modest, shy, prone to solitude, prefer books to communication with people. They are reserved, approach only a few, therefore have few friends, but are devoted to them. Extroverts, on the contrary, are open, courteous, friendly, sociable, have many friends, and are prone to verbal communication. They are sociable, talkative, ambitious, assertive and active. Even when extroverts argue, they allow themselves to be influenced.

Introverts do not like strong impressions, control their emotions, are somewhat pessimistic, non-aggressive, strive for a calm, orderly life. Extroverts, on the other hand, strive for strong, vivid impressions, are prone to risk, and act under the impression of the moment. They love change, are resourceful in conversation, carefree, optimistic. They prefer to act rather than reason, they are prone to aggressive behavior, they are unrestrained.

Introverts cannot act contrary to their beliefs, and if they are nevertheless forced to do so or accidentally violate internal norms, they feel bad and are very worried. They do not often refer to rigid ethical principles, but they themselves rarely violate the generally established rules of public life.

Jung wrote that extroverts submit to external demands not without a struggle, but external conditions always prevail . The consciousness of the extravert is turned outward, because from there the main and decisive definition is always drawn. He is interested in people and things. Accordingly, the actions of such a person are conditioned and explained by the influence of the latter.

Extroverts tend to do what the environment currently needs and expects from it. Extroverts are suggestible, accessible to the influence of others, often sacrificing themselves for the sake of others. According to Jung, they tend to constantly waste themselves and get involved in everything, and introverts protect themselves from external influences, if possible refrain from all kinds of energy expenditures that are directly related to the object in order to take the most reinforced and strong position possible.

As noted by G. Eysenck and S. Eysenk (1968), extroverts are impulsive, risk-averse, and introverts are not impulsive, plan their actions in advance, attach great importance to moral and ethical standards.

Introverts are slow to make connections and find it difficult to enter the alien world of other people's emotions. They have difficulty assimilating adequate behavioral forms and therefore often appear "awkward". Their subjective point of view may be stronger than the objective situation.

In some works of scientists, a positive relationship was noted between the degree of extraversion and the degree of adaptability to shift work.

An experiment carried out by a group of British scientists led by P. Cone deserves attention.

Several times a day they measured the body temperature of soldiers who flew from the UK to Malaysia. As a result of a sharp eight-hour shift in standard time, the body temperature rhythm after the flight began to shift in phase, and after a few days, correspondence between this biorhythm and the new standard time was achieved. However, the rate of the phase shift of the observed rhythm differed depending on the severity of two character traits assessed using the Eysenck questionnaire - extraversion and emotional stability. The rhythms shifted most rapidly among extroverts. Rhythms shifted more slowly in introverts. Moreover, the biorhythms of emotionally unstable introverts turned out to be the most conservative.

Extroverts and introverts: abilities and performance efficiency

According to A. V. Penskaya, obtained during the examination of children aged 5-7 years, extraverts have a higher productivity of different types of memory, especially figurative short-term memory, than introverts. According to E. Horvath and G. Eysenck (E. Howarth, N. Eysenck, 1968) , extroverts recall information stored in short-term memory better than introverts, and those, on the contrary, more successfully reproduce information stored in long-term memory. However, these trends are not confirmed in all studies.

Extroverts are better at performing tasks of the synthetic type, while introverts are of the analytical type. At the same time, integral indicators of intelligence (tasks of a figurative and verbal nature) do not correlate with extraversion - introversion. Still, it is believed that introverts are better trained than extroverts, although there are no differences between them in terms of intelligence. Obviously, this difference in performance is due to the greater diligence and obedience of introverts.

According to VV Belous (1982), extroverts more successfully perform activities associated with the reception and processing of information of indefinite content, and less successfully - associated with the reception and processing of certain information. Introverts, on the contrary, are more successful in activities related to the reception and processing of certain information, and less successfully - associated with the reception and processing of uncertain information.

R. Drummond and A. Stoddard R. Drummond, A. Stoddard, 1992) found that extroverts are not prone to consistency, logic, scientific and analytical thinking, while introverts are characterized by the opposite picture. The latter prefer theoretical disciplines, while extroverts prefer practical ones.

Introverts are more suitable for those professions (and they are more often chosen) where monotony is expressed and where punctuality is required. Extroverts are more successful as a salesperson and manager (Caldwell, Burger, 1998) . Moreover, the more freedom given to extrovert managers, the more success they achieve (Barrick, Mount, 1993) . They are more successful in finding a job, as they are more likely to be hired after testing (DeFruyt, Mervielde, 1999) .

Extroverts and introverts show different ability to complete a task in the face of distractions: extroverts work better, although distractions also affect them negatively (S. Morgenstern et al., 1974; A. Furnham, R. Bradley, 1997) . Bekan et al. when each subject was isolated from the others. As a result, quite interesting results were obtained.

First, extroverts worked better collectively than when isolated from each other, and introverts performed more efficiently in isolation.

Secondly, extroverts perform best at the beginning, and then their performance decreases. Introverts, on the other hand, were at first inferior to extroverts, but then the efficiency of their work increased and only in the third period did it decrease to the level that was at the initial stage of work. A similar pattern has been identified by other investigators (Wilson et al., 1971; Yates, 1973) .

A. V. Makhnach and Yu. V. Bushov (1988) revealed that extroverts, with a strictly regulated nature of activities occurring in conditions of partial sensory isolation, to a greater extent than introverts, feel the blocking of communicative needs, and this leads to their increased tension.

V. A. Petrovsky and E. M. Cherepanova (1987) showed that self-regulation of the content of one’s consciousness (thinking or not thinking about something) occurs more easily in extroverts with low neuroticism (stable extraverts) than in introverts with that same level of neuroticism. The ease or difficulty of self-regulation was determined by the authors according to two parameters: the time of preparation for the task (not to think about something conditioned) and the time to complete the task (“non-thinking”).

Based on the data obtained, the authors came to the conclusion that accentuated extroverts are characterized by superficial reflection , and introverts - excessive . Both of these characteristics equally impede the organization of attention as part of self-control.

Due to the more careful thinking of their speech by introverts, compared to extroverts, their speech is slow, with long pauses. Introverts place more emphasis on accuracy and error-free work, which leads to a decrease in its speed. Extroverts work faster, but there are more mistakes. Visual orientation is faster carried out by extroverts. They also retrieve information from memory faster.

Extroverts have a more adequate level of aspirations, while introverts have it too high.

The role of genetic and environmental factors

Studies on mono- and dizygotic twins conducted in different countries have revealed the role of the genetic factor in the manifestation of extraversion. Thus, D. Loehlin (J. Loehlin, 1992) provides summary data from four studies conducted on hundreds and thousands of twins, from which it follows that the similarity in the manifestation of extraversion is much higher in monozygotic couples than in dizygotic ones.

These data are also interesting because they studied the similarity in the manifestation of extraversion in twins living together and apart. In Sweden and the United States, the role of the social factor was also revealed, since twins living apart had less similarity than twins living together.

It is shown that the coefficient of heritability of extraversion is 0.5 (E. A. Sergienko et al., 1999) ) in the manifestation of extraversion - introversion. A decrease with age in the coefficient of heritability of extraversion was also revealed.