In just over a months time I head out for my annual sojourn to the mountains for a bit of cycling.

The mountains are a purely spectacular place, and there are many instances where you feel completely alone with nature, with the only sounds being the occasional bird or insect in between your shortening breath.

Whether it’s the stunning views, the incredible cycling, or simply the tranquility of mountain life, they’ve always held a special place in my heart.

A recent study highlights just why that might be so.  It looked to explore any connections between our personalities and the kind of place that we would be best suited to living in.

The study utilized the big five personality test, with the results revealing that just one of the five was linked to a preference for a particular type of terrain – extroversion, with introverted people having a strong preference for mountains.

Why do introverts like mountains?

The study didn’t have any hard and fast answers as to just what it is about the mountains that particularly appeals to introverted people.  My guess is it’s one of those things you know instantly as soon as you go there.

The data revealed that it was much more likely for an introverted person to live in a mountainous area, but there was no evidence to suggest that living in a mountainous area was making someone introverted.

It’s more likely, therefore, that introverts make the active choice to move somewhere that provides them with the peace and serenity required in life.

“Some cities and towns have geography that is more accommodating for some people than for others…if you know you’re introverted, then you may be rejuvenated by being in a secluded place, while an extrovert may be rejuvenated more in an open space,” the authors say.

There can often be a sense that any kind of innovative or collaborative environment requires people to live in urban hubs, and often work in open place office environments.  Studies like this can highlight how settings like that can be a significant drain on a sizable portion of the workforce.

With technologies, and increasingly cultures, supporting flexible working, maybe findings such as these will give organizations something to think about.