The MBTI method: how to better understand your teams and strengthen cohesion and commitment?

The business environment is constantly evolving. Management must therefore change too, and respond quickly and effectively to the demands of its environment. That’s why we developed the MBTI method. Thanks to MBTI ®This is a powerful tool for team managers, enabling them to better understand behavior, anticipate reactions and adapt their leadership style. Discover how to transform talent management on a daily basis.

To better manage a team, you need to understand individual dynamics. This is where the MBTI method comes into play: a powerful tool for decoding personality profiles, improving communication and reinforcing cohesion around common objectives.

What is the MBTI method?

Developed from the work of psychologist Carl Jung, the MBTI (Myers-Briggs Type Indicator) method is a psychological tool designed to help us better understand our natural preferences in terms of perception, decision-making and interaction. Created in the 1940s by Isabel Brigg Myers and her mother Katharine Cook Briggs, this method identifies individuals in 16 distinct personality types. Now widely used in the corporate world, it enables us to better understand the strengths and motivations of our employees, thus promoting more humane and effective management.

Origins of the MBTI test and personality typology

The MBTI method® (Myers-Briggs Type Indicator) is a psychological typology tool. The type theory refers to the psychological character types of individuals, with the aim of developing a classification of different personality canons.

To understand how the MBTI works, we need to go back to the original work of Carl Jung. The eminent psychiatrist is known as the founder of analytical psychology, which emphasizes the importance of the individual and his or her personal development.

In 1921, Jung published his book Types psychologiques, in which he proposed that differences in human behavior could be explained by innate mental preferences. innate mental preferences. Each individual has a psychological stylewhich influences our behavior and perception of the world.

To determine a subject’s psychological style, Jung developed a schematic personality structure based on four psychic functions which everyone possesses to varying degrees: sensation (S), intuition (N), thought (T) and feeling (F).

These main psychological functions are divided into two groups:

• The perception functions They refer to the way in which information is collected, or how a person gathers information about the outside world. According to Jung, the modes of perception are sensation (S) and intuition (N).
• Judgment functions: these correspond to the way in which a person evaluates and interprets this information. According to Jung, the modes of judgment are thought (T) and feeling (F).

These four mental functions or processes are then “oriented” by opposing but complementary energies: introversion (I) and extraversion (E). Extroverts introverts “direct a flow of personal energy outwards, towards the social environment”. and introverts “direct a flow of personal energy inward, focused on internal factors” (Walker, 2021, p. 160).

It is the combination of the main functions with the energy orientations that leads to the eight cognitive functions:

• Introverted intuition (Ni);
• Extroverted intuition (Ne);
• Introverted sensation (Si);
• The extroverted sensation (Se);
• Introverted thinking (Ti);
• Extroverted thinking (Te);
• Introverted feeling (Fi);
• The extrovert feeling (Fe);

While Jung identifies eight psychological types, combining an attitude and a function, MBTI focuses its expertise on four pairs of preferences (E/I, S/N, T/F, J/P), to give sixteen psychological types (such as INFJ, ESTP, etc.).

The 16 MBTI personality types

The MBTI psychological assessment tool was designed by Isabel Briggs Myers and Katherine Cook Briggs in the 1940s, based on the theories of Carl Jung. This is a personality questionnaire in the form of a four-dimensional model, enabling precise identification of the differences between individuals, as well as the underlying reasons for their behavior.

People are categorized according to 16 personalities, each with specific characteristics:

• MBTI-ISTJ personality profile: naturally calm, withdrawn person. Prefers Introversion (I), Sensation (S), Thinking (T) and Judgment (J).

• MBTI-ISTP personality profile: naturally calm person, who can nevertheless take action very quickly and intensely. Prefers Introversion (I), Sensation (S), Thinking (T) and Perception (P).

• The MBTI-ESTP personality profile: a person who naturally and easily comes into contact with others. Highly active, taking action quickly and intensely. Naturally inclined towards Extraversion (E), Sensation (S), Thinking (T) and Perception (P).

• MBTI-ESTJ personality profile: sociable person, shares with the ISTJ profile the rational, direct and structured side. A preference for Extraversion (E), Sensation (S), Thinking (T) and Judgment (J).

• The MBTI-ISFJ personality profile: “Defender” personality type. Humble, discreet and a dedicated worker, the ISFJ type feels deeply responsible for the people around them.

• MBTI-ISFP personality profile: “Adventurer” personality type. Concrete, pragmatic, empathetic, always ready to lend a helping hand.

• MBTI-ESFP personality profile: “Entertainer” type. Reputedly extroverted. An estimated 8.5% of the population fall into this category.

• MBTI-ESFJ personality profile: Consul personality type. Reputedly structured and organized, with a taste for group cohesion.

• MBTI-INFJ personality profile: “Lawyer” strategic profile. Highly focused. Visionary.

• MBTI-INFP personality profile: strategic “Mediator” profile. Creative person, with a strong ability to deal with the unexpected.

• MBTI-ENFP personality profile: strategic “Inspirer” type profile. Friendly, outgoing, enthusiastic and curious. Can be perceived as the initiator of change.

• MBTI-ENFJ personality profile: strategic “Protagonist” profile. Quite rare in the population (only 2%). Protective and encouraging, often caring and sympathetic.

• MBTI-INTJ personality profile: strategic “Architect” type. Reputed to be rational and quick-witted, it stands out for its ability to solve complex problems.

• MBTI-INTP personality profile: strategic “Logician” type. Discreet, thoughtful, analytical.

• MBTI-ENTP personality profile: strategic “Innovator” type. Enjoys exploring new ideas. Able to solve complex problems with creative and strategic thinking.

• MBTI-ENTJ personality profile: strategic “Commander” profile. A born leader. A dynamic person who naturally assumes a position of authority in front of the group, leading it towards pre-defined objectives.

MBTI method and other personality tests: why is this model so popular?

If the MBTI personality test personality test has been so successful compared to other psychometric tools, it is undoubtedly for the following reasons:

1. It’s simple, accessible and personalized: the MBTI model uses clear, non-technical language and mobilizes easily identifiable personality types, giving the impression of a personalized portrait (INFJ, ESTP, etc.).

2. It’s a positive approach to personality: unlike other tests (such as the Big Five), the MBTI avoids value judgments.

3. The MBTI is a structured model, combining rigor and intuition to perfection: with its four-dimensional structure, it’s easy to remember, yet rich enough to produce 16 distinct types.

4. The MBTI is being massively adopted by companies, particularly in HR departments, and for all matters relating to management and training. It is considered practical, non-intrusive and motivating for employees. In other words, the MBTI is “corporate friendly”!

Why are managers interested in the MBTI method?

In a context where team management is becoming increasingly human, many managers are turning to the MBTI method. This tool provides a better understanding of personality profiles, enabling you to adapt your management style and foster more fluid collaboration.

Fostering team cohesion

The MBTI is an interpersonal understanding toolThis is a highly appreciated strategic lever for companies. It can be used to address managerial, human resources and operational issues.

Thanks to the MBTI, managers can better understand the members of their team: the MBTI helps to put words to behaviours and to decode interpersonal differences. interpersonal differences that might otherwise generate tension.

Improving interpersonal communication

By knowing the psychological preferences preferences (Introversion/Extraversion, Intuition/Sensation and Thinking/Feeling), managers can better anticipate, adapt or optimize their communication style.

Developing leadership aligned with personalities

The MBTI does not impose a single way of managing, but enables each leader to improve his or her situational leadership. The team leader gets to know himself better, identifies his areas of effort and adopts a more flexible style (depending on the situation and the personalities involved).

How to use the MBTI personality test in the workplace?

The MBTI test is increasingly used in companies to better understand employee profiles. When used properly, it can help optimize management, communication and team cohesion – while boosting collective performance.

Identify profiles to better allocate missions

As we saw earlier, the MBTI® catalogs your personality according to 16 types, based on 4 dimensions:

• Introversion/extraversion ;
• Sensation/intuition ;
• Thought/feeling ;
• Judgment/perception ;

In the business world, it’s essential to know your MBTI type of each employee. As a leader or manager, this helps you to better identify the natural preferences of each individual within your teams, and to allocate tasks more finely.

Some individuals are more at ease with strategic analysis: these are the NT types, commonly known as “Rationals”. Others excel at practical execution (SJ types, considered organized, logical, far-sighted and responsible).

Promoting complementarities and MBTI compatibility

The division of tasks is one of the main components of the MBTI. But the personality assessment is also able to reveal potential complementarities within teams.

The MBTI can therefore serve as a lever for cohesion, helping to defuse tensions linked to opposing styles. Instead of seeing a colleague as “too rigid” or “not organized enough”, the study teaches you to decode his or her psychological preferences.

For example, the ENTJ/ISFP duo (commanders/adventurers) can combine strategic vision with a sense of human detail, provided they learn to understand each other’s differences in communication and pace.

Integrate the MBTI into your management processes

When the MBTI is integrated into an HR process, it becomes a truly personalized management tool. For example, you can use it as a basis for annual appraisal interviews. This enables you to raise sensitive issues such as :

• Deep-rooted motivations ;
• Levers of commitment ;
• Stress zones ;

MBTI can also be integrated into management to help with recruitment and internal mobility. As a manager, all you need to do is adjust your decision-making to take account of your employees’ needs:

• Autonomy for P types ;
• Structure for type J ;
• Direct communication for T ;
• Beware of the emotional for F-types;

Ultimately, you’ll be creating a more inclusive managerial culture, focused on the strengths of each individual.

Case study: what the MBTI method has changed in these companies

Testimonial: how a manager used MBTI to resolve tensions

Let’s take the case of an SME operating in the tech sector. The product team was plagued by persistent tensions between two individuals: the project manager (identified as an ENTJ-type “commander” profile) and a UX designer (identified as an INFP-type “mediator”).

The ENTJ profile worked to very tight deadlines, and demonstrated direct communication. The second profile regularly felt under pressure, and not listened to. Faced with this situation, the manager decided to introduce an MBTI approach, by calling on the services of a specialist in the field. MBTI-certified coach.

A collective deciphering of the tests carried out with the team members helped to highlight (and better understand) everyone’s preferences. Since then, the project manager has realized that he needs to temper his directive style by listening. For its part, the design team recognized its need to structure its ideas more effectively, in order to facilitate collaboration.

The results of this approach are remarkable, and have enabled the emergence of a better mutual understanding, with a more fluid work dynamic. A team breakdown, with costly consequences, was simply avoided.

Measurable results: commitment, performance, well-being

Integrating the MBTI into team management enables us to observe concrete results, not just those based on feelings. Most companies that have conducted MBTI training programs report profound changes, often correlated with key indicators:

• Employee commitment;
• Collective performance;
• Well-being at work;

In short: when used properly, the MBTI can become an indispensable strategic tool for reinforcing soft skills. It can help develop a genuine corporate culture that is both more human and more effective.

Mobilizing the skills of an MBTI-certified coach will enable you, as a manager :

• Ensure an accurate and nuanced interpretation of the MBTI;
• Promote better understanding and cooperation within the team;
• Apply the MBTI in a practical and useful way;
• Guarantee ethics and confidentiality;
• To support you in your own development.