I’ve long identified as an introvert. I recharge in quiet reflection and carefully consider my decisions before acting. Yet leading a dynamic organization often requires stepping into the shoes of an extrovert such as speaking to large groups, energizing a room, and navigating highly social situations. Over time, I’ve realized that not everyone fits neatly into the traditional categories of introvert or extrovert. I’ve always said I’m an introvert who sometimes plays an extrovert. Now, a new term, “otrovert,” is entering the conversation around personality types.

What is an Otrovert?

The word “otrovert” comes from “otro” (Spanish for “other”) and refers to someone who doesn’t fully align with typical social groups or traditional work cultures. It was coined by Mount Sinai psychiatrist Rami Kaminski in his book The Gift of Not Belonging.

An introvert is someone who is drained by other people and gets their energy by turning inward. An extrovert draws their energy from other people. An ambivert is somewhere in the middle of the spectrum between the two. But an otrovert isn’t defined by their relationships with others. Kaminski explains that he uses the term otrovert for those “who don’t feel the obligation to merge their identities with others.”

Otroverts often:

• Prefer meaningful one-on-one interactions over large group dynamics.
• Feel somewhat detached from conventional social norms or team rituals.
• Bring independent thinking and creativity to their work.

This emerging concept gives HR professionals and leaders a new way of understanding employees who may not thrive in traditional team-focused environments but who still contribute significantly.

How Otroverts Compare to Other Personality Types

Understanding otroverts in the workplace can help leaders tailor their work environment allowing them to thrive.  Consider the following:

• Tailored Engagement: Otroverts may not respond to team-building events or large group activities. Smaller, meaningful interactions can maximize their engagement.
• Team Composition: Understanding who is an otrovert can help leaders design teams that balance independent problem-solving with collaborative projects.
• Professional Development: Otroverts often excel in roles that value creativity, strategic thinking, and unique perspectives. Offering opportunities for independent projects can boost their contribution and satisfaction.
• Inclusive Culture: Valuing the otrovert mindset ensures employees who feel “different” still have space to thrive and influence outcomes.

Understanding otroverts helps move beyond the simple introvert-extrovert spectrum, fostering workplaces that truly embrace diverse working styles and thinking patterns. By paying attention to this new perspective, leaders can unlock creativity, engagement, and innovation across their teams. Perhaps you’ll find some hidden otroverts on your team.