Team building activities with MBTI

What resources are available to learn more about MBTI and team building activities?

Plenty of resources online offer more information about MBTI and team building activities — books, websites, and articles written by experts in the field. There are also courses that provide hands-on learning experiences to help you get more out of using MBTI for team building.

Understanding MBTI Personality

Before diving into specific team building activities, it helps to have a basic understanding of the MBTI and its various personalities. The MBTI sorts individuals into 16 distinct styles based on four primary dichotomies:

1. Extraversion (E) vs. Introversion (I): this dimension covers where people direct and draw their energy — externally, toward people and events, or internally, toward ideas and thoughts.
2. Sensing (S) vs. Intuition (N): this aspect covers how people gather and process information — through concrete, tangible data (sensing) or abstract, theoretical concepts (intuition).
3. Thinking (T) vs. Feeling (F): this dimension covers how people make decisions — through logical, objective analysis (thinking) or empathetic, value-based considerations (feeling).
4. Judging (J) vs. Perceiving (P): this factor covers how people approach life and work — through structured, planned processes (judging) or adaptable, spontaneous methods (perceiving).

Each of the 16 personalities carries its own preferences, strengths, and challenges. Identifying your team's MBTI profiles helps you design targeted, effective team building activities that play to natural inclinations while fostering growth where it's needed.

Team Building Activities for Thinking and Feeling

People with a preference for thinking tend to decide based on logic and objective analysis, while those who prefer feeling lean toward empathy and personal values. Effective team building activities for these types focus on exercises that encourage both rational and emotional perspectives.

• Debate sessions: organise team debates on relevant topics, encouraging members to argue from both logical and emotional angles. This helps thinking and feeling types appreciate why multiple viewpoints matter in decision-making.
• Problem-solving exercises: split your team into smaller groups and assign each a problem to solve. Encourage collaboration and open communication, stressing the value of combining logical analysis with emotional considerations to land on the best solution.
• Empathy mapping: in this workshop, team members explore the needs, feelings, and perspectives of their coworkers, building empathy and a stronger appreciation for emotions in the workplace. It also helps people articulate their own emotions and understand their colleagues' points of view.

Team Building Activities for Sensing and Intuition

Sensing people rely on concrete, tangible information, while intuition types prefer abstract, theoretical concepts. Team building activities for these personalities should promote both detail-oriented and big-picture thinking.

• Brainstorming sessions: encourage team members to generate ideas and share their thoughts on a specific project or issue, helping sensing and intuition types appreciate each other's perspectives and contribute to the team's decision-making.
• Scavenger hunts: participants work in teams to find and collect items or complete tasks on a list, encouraging sensing types to think creatively and intuition types to pay closer attention to detail, for a more balanced approach to problem-solving.
• Innovation workshops: run workshops focused on generating innovative ideas and solutions to real-world problems, helping intuition types find practical applications for their ideas while sensing types stretch beyond the immediate details into larger, more abstract concepts.

Team Building Activities for Extraversion and Introversion Types

Extraversion types are energised by interacting with others, while introversion types recharge through solitude and introspection. Effective team building activities for these personalities encourage communication and collaboration while respecting individual preferences.

• Group discussions: give team members the chance to engage in open, facilitated conversations about various topics. This helps extraversion types build active listening skills, while introversion types get the chance to voice their ideas and opinions in a supportive setting.
• Role-playing exercises: use role-playing scenarios to simulate real-life work situations and challenges, helping extraversion types understand the experiences of their introverted colleagues, while introversion types practise asserting themselves in different situations.
• Reflection workshops: organise workshops where team members share their experiences, thoughts, and feelings about the team's processes and dynamics, encouraging extraversion types to reflect on their actions and introversion types to open up in conversation with others.

FAQ

What is MBTI?

MBTI stands for Myers-Briggs Type Indicator, a personality assessment system that sorts people into sixteen personality types based on four different preferences.

How can I use MBTI types to plan team building activities?

You can use MBTI types to plan team building activities by looking at the characteristics associated with each type, then tailoring activities to your team's needs so everyone gets the most out of the experience.

Are there any risks associated with using MBTI types for team building activities?

Yes, there are some risks to keep in mind. Not everyone fits perfectly into one type, so it's important to stay aware of individual differences between team members.

What are the most common challenges teams face when first implementing MBTI-based activities, and how can facilitators overcome initial resistance or scepticism?

When organisations first introduce MBTI assessments to teams, people often show scepticism, fearing they'll be labelled or boxed in. The key is to start with small groups, giving members time to see that the exercise is judgement-free and focused on development. A well-designed introduction helps people view the assessment as a tool for better collaboration rather than a restrictive category.

How can remote or hybrid teams effectively conduct MBTI team building activities when members are not physically together?

Remote teams can run MBTI activities effectively using free online platforms with small-group breakout sessions. Organisations should give people time to complete their assessments individually, then bring everyone together virtually for group exercises. Well-structured virtual workshops work just as well as in-person sessions when facilitators build in interactive small-group discussions.

What metrics or indicators can organisations use to measure the long-term impact of MBTI team building activities on team performance?

Organisations can measure MBTI's impact by tracking how well teams collaborate over time. Assessing team performance should combine free-form feedback from members with structured tests of communication quality in small groups. Reduced conflict, faster project completion, and clearer reporting on development and group dynamics are all strong indicators.

How should managers handle situations where MBTI results conflict with an employee's self-perception or create tension within the team?

When test results don't match someone's self-perception, managers should work with individuals in small, private settings rather than large group discussions. Give people time to reflect on their assessment and emphasise that tests are tools for development, not fixed definitions. Encourage team members to take what's useful for them while staying free to interpret their results personally — that's what leads to better team acceptance.

What is the recommended frequency for conducting MBTI team building sessions to maintain their effectiveness without causing activity fatigue?

Organisations should run MBTI tests and exercises at strategic intervals rather than too often. A well-planned approach starts with an initial assessment, followed by small-group activities and development sessions over time, with free periods between sessions so teams can apply what they've learned. Most people benefit from annual refresher exercises, with new members taking their MBTI assessment as they join, keeping development continuous without becoming overwhelming. Understanding each team member's personality type, strengths, and weaknesses ultimately sharpens team dynamics and decision-making across the group.

Other material on Myers Briggs Type Indicator

• 16 Personality Types Test
• How to choose an MBTI Consultant
• MBTI for team building: a few tips
• Myers Briggs Type Indicator: MBTI Characters
• Myers-Briggs Type Indicator: What Does Introvert Mean
• Myers-Briggs Type Indicator: MBTI Chemistry
• Rare Personality Type: MBTI
• How to Use the MBTI in Executive Coaching?
• The MBTI Test

This article was written by Marc Prager.