As we all know, personality types have a substantial impact on who succeeds and fails in a variety of fields. The Myers-Briggs Personality Types Test, developed from Carl Jung’s psychological theory through the collaboration between Isabel Briggs Myers and Katharine Cook Briggs, is a key tool in understanding these personality types. Here are the Myers-Briggs personality types most likely to succeed in business.

Many factors contribute to success in business, but certain Myers-Briggs personality types tend to have a natural advantage. Individuals with the following types are often among the most successful entrepreneurs and corporate executives.

Introduction to Myers-Briggs Type Indicator

The Myers-Briggs Type Indicator (MBTI) is a widely used personality assessment tool that helps individuals understand their personality preferences and traits. The MBTI is based on Carl Jung’s theory of psychological types and categorizes individuals into 16 distinct personality types (personality theory). It was developed by Katharine Cook Briggs and her daughter Isabel Briggs Myers, inspired by Jung’s work.

There’s no question that your personality type is an essential factor in achieving business success. So, it is important to know what type of personality you have and work on eliminating possible disadvantages in business. The Myers-Briggs Company, the publisher of the MBTI® assessment, has facilitated the widespread use of this tool in corporate and educational settings to enhance self-awareness and appreciate individual differences among people. Approximately two million U.S. adults complete the MBTI each year, indicating its popularity as a personality assessment.

The MBTI assessment process involves a series of questions that help identify an individual’s preferred quality in four key areas: extraversion/introversion, sensing/intuition, thinking/feeling, and judging/perceiving.

Myers-Briggs Type Indicator, Myers-Briggs, MBTI, and other MBTI instruments are registered trademarks of The Myers & Briggs Foundation in the United States and other countries.

History and Development of the Myers-Briggs Type Indicator MBTI

The MBTI, as I already mentioned at the beginning, was developed by Isabel Briggs Myers and Katharine Cook Briggs, who were inspired by Carl Jung’s theory of psychological types. It was first introduced in the 1940s and has since become one of the most widely used personality assessments in the world.

The Myers-Briggs Type Indicator is simply based on the idea that individuals usually have preferred ways of perceiving, processing, and interacting with the world around them.

The MBTI has undergone several revisions and updates over the years, with the current version being the most widely used. However, it has been criticized as a pseudoscience and does not tend to be widely endorsed by psychologists or other researchers in the field.

The Myers and Briggs Foundation plays a crucial role in maintaining the integrity of the MBTI, ensuring its reliability and validity in various fields such as career counseling and personal development.

Understanding the Myers-Briggs Type Indicator (MBTI)

The Myers-Briggs Type Indicator (MBTI) is a framework for understanding individual personality preferences and traits. It is based on four main categories or dimensions:

Extraversion (E) vs. Introversion (I)

Extraverts are energized by social interactions, while introverts are recharged by spending time alone. Extraverts tend to be more outgoing and assertive, while introverts are more reserved and introspective.

For example, if you are an entrepreneur, you might find that your extraverted tendencies help you network effectively and build relationships, while your introverted friends might excel in roles that require deep analysis and solitude.

Sensing (S) vs. Intuition (N)

Sensing types focus on real details and facts that they can see, while intuitive types pay attention to patterns and what could possibly happen in the future.

For instance, a sensing type might be excellent in jobs like accounting or quality checking, where looking at details and being accurate are the most important things. They feel good in places where they can use their five senses to collect information and make decisions based on real evidence they can touch or see. This is something that gives them an advantage when working with concrete problems that need immediate solutions.

On the other hand, intuitive types are usually attracted to areas such as marketing or making big plans for the future, where they can explore abstract theories and possibilities that might happen later. They like to look beyond what is happening right now and imagine new ideas and potential results that most people don’t see immediately. It is clear that in a large number of situations, intuitive people bring fresh perspectives that others miss because they are too focused on current problems.

This difference is very important when people work together as a team, because sensing types can give the concrete details needed to actually do the work, while intuitive types contribute big-picture insights that help achieve long-term success.

When you find yourself in a situation with both types of people, your team can accomplish more than teams with only one thinking style. There is indeed an unlimited number of ways these two types can complement each other if given the chance to work together properly.

Thinking (T) vs. Feeling (F)

Thinking types make decisions based on logic and objective criteria, while feeling types prioritize personal values and empathy.

For example, a thinking type might approach a business decision by analyzing data and evaluating the most cost-effective solution, focusing on the logical outcomes and efficiency. They might say, “The numbers don’t lie, so this is the best course of action.”

It is clear that in a large number of companies, this approach provides a kind of standardized form when it comes to making important decisions. However, that little logical analysis can be done in a different way, which is an excellent opportunity to provide a competitive advantage for you.

In contrast, a feeling type might consider how the decision impacts the people involved, prioritizing harmony and morale. They might express, “It’s important to ensure everyone feels valued and heard in this process.”

Yes, to maintain team cohesion, you must start by considering people’s feelings. Think about different problems and their emotional impact. What do you want to change? You need to have empathy if you want to connect with others and train your brain to look beyond just facts.

To succeed in coming to a great solution, whether it’s related to a new product or a complex problem, a critical characteristic that your company will need to own is analytical thinking. Sometimes you do not have the opportunity to innovate through feelings. Still, I know with certainty that you will always have a lot of room for logical analysis to improve processes, although the emotional aspects seem essential.

An unlimited number of options are available when you combine both types. However, if balance is not at the desired level, your team will just remain at the same level as other workplace participants without achieving true productive harmony.

Judging (J) vs. Perceiving (P)

The difference between judging and perceiving types is an important thing you need to understand if you want to work effectively with different people.

Many workplaces do not have an extensive maneuvering space when it comes to accommodating different personality styles, or they just use that stereotype to find an excuse because of their own inability to adapt.

A judging type will succeed in environments where they can plan everything. Such a person will excel in project management roles where deadlines and detailed planning are crucial. For example, a project manager who is a judging type carefully plans each phase of a project, making sure that every detail is accounted for and that the team stays on track to meet deadlines.

To succeed in adapting to changing circumstances, whether it’s related to a new product or unexpected challenges, a critical characteristic that you will need to own in your team is the perceiving type personality. Such a person might excel in roles that require adaptability and spontaneous problem-solving, such as in creative industries or start-ups.

An example of a perceiving type might be a graphic designer who works best under flexible deadlines, allowing their creativity to flow without the constraints of a rigid schedule. Yes, if you want innovative solutions on the fly, you will need perceiving types on your team.

In a team setting, you can benefit from both types working together. Judging types might focus on organizing tasks and setting clear goals, while perception types might bring fresh perspectives and adaptability to changing circumstances.

Why is This Important?

Each dimension represents a continuum, with individuals preferring one side. The MBTI assessment helps individuals identify their preferred quality in each dimension, resulting in a unique four-letter code representing their personality type.

Understanding the MBTI can help you first develop self-awareness, improve relationships, and make informed career and personal decisions. Additionally, understanding communication styles can reduce misunderstandings in personal and professional relationships.

On the other side, as a manager, understanding the Myers-Briggs type indicator will help you learn more about your team members and adjust your managerial style according to the specific individual in order to get the most from them. Also, MBTI offers the best preferred learning styles, which can be valuable when it comes to educational and training contexts.

So, the question is what a person’s personality type code is with a combination of the dimensions above.

16 Psychological Types Based on Myers-Briggs Type Indicators

Let’s start with all 16 psychological types based on the Myers-Briggs type indicators:

Analysts: Strategic Thinkers and Innovators

1. INTJ (The Architect)

Do you want to understand the power of INTJs in your workplace? Probably yes. But, the path to utilizing these personality types has many different crossroads. INTJs bring together introverted intuition with thinking and judging, and in most cases, they become incredible visionary strategists. These people excel at finding inefficiencies and creating long-term solutions that can change everything you do.

Many workplaces do not have an extensive maneuvering space when it comes to using INTJs properly, or they just use that stereotype to find an excuse because of their own lack of creativity when placing these valuable team members. In managerial and leadership roles, INTJs will prioritize innovation and logical consistency, and they will not hesitate to challenge outdated practices that limit success. However, their critical nature sometimes turns away colleagues who see them as too demanding.

It is clear that in a large number of companies, there is a kind of standardized approach to all employees. But if you want to harness the potential of the architect’s psychological types, you need to assign them to roles requiring systems analysis or strategic planning. Yes, if you want to transform your business, you will need to put INTJs in project management or R&D positions where they can train their brain to look into the future.

2. INTP (The Logician)

INTPs, or logician psychological types, combine introversion, intuition, thinking, and perceiving, and they thrive on exploring theoretical ideas and solving complex problems, concepts, and future possibilities that others avoid.

Their introverted thinking drives them to examine complex concepts without limits, making them ideal for roles in data science or engineering. Don’t focus on structured tasks because they give too much direction to these free-thinking individuals in a way that limits their creativity. You want to use open projects, where someone can give you different thoughts related to the subject you are researching.

However, their preference for abstract ideas over practical details can lead to many unfinished projects that stay in their mind.

Your creativity and productivity will increase when you find ways to pair INTPs with detail-oriented colleagues (e.g., ISTJs) to simply balance creativity with execution. Go outside your traditional team building and take a look at how these personality types can complement each other in ways that bring innovations that do not exist at all in your industry.

3. ENTJ (The Commander)

Do you want to know about one of the most powerful personality types? The ENTJ is a super strong and forceful personality type that’s known for their goal-hunting attitude and big ambition. The Myers-Briggs Type Indicator (MBTI) shows us that ENTJs are natural-born leaders who shine in decisive, goal-chasing environments. They love challenges and welcome change, making them perfect for the fast-moving world of business.

Their extraverted thinking helps them to move teams through meaningful social interactions and use resources in the best way.

Additionally, they have an amazing ability to think about the big picture and create effective plans to reach their goals. Lastly, they are super organized and can prioritize tasks really quickly, allowing them to stay on top of the always-changing demands of the business.

For example, ENTJ managers often become stars in turnaround scenarios, where restructuring and fast decision-making are critical. Organizations should push ENTJs to ask the team for input to avoid potential conflicts before they make changes.

4. ENTP (The Debater)

ENTPs, or the debaters, use extraverted intuition to create innovative ideas, making them very good at roles in marketing or entrepreneurship.

Their big love for debate, however, can create problems in teams that need everyone to agree. Managers can direct this energy by involving ENTPs in brainstorming sessions or competitive strategy development, making sure their critiques help and don’t hurt.

Diplomats: Empathetic Collaborators and Visionaries

5. INFJ (The Advocate)

INFJ personalities combine introverted intuition with feeling, and this gives them the super ability to see what teams need before others and create harmony between people.

Most of the time, these people are excelling in Human Resources or when developing organizations, because their empathy and vision for the future can make employee happiness match with what the company wants to achieve. There is indeed an unlimited number of ways INFJ can help companies grow by taking care of people!

But the path to success for INFJ has many different crossroads. They sometimes have big problems with conflict situations; managers should give clear feedback to prevent them from getting too tired and burned out from work.

6. INFP (The Mediator)

INFP personalities, on the other hand, put authenticity and ethical practices as the most important things, and because of that, they often do very well in creative jobs or jobs that help society, like making content or leading nonprofit organizations.

However, that little problem with rigid structures means they need flexible work environments where they can breathe. It is clear that in a large number of companies, this flexibility is not standard, but it’s what INFPs need to succeed!

Pairing INFPs with ESTJ personalities can help change their big ideals into plans that can actually be done. Yes, if you want to get the best from INFPs, you will need to start with understanding their need for flexibility and authenticity.

7. ENFJ (The Protagonist)

Why do you need an ENFJ in your team? ENFJs are charismatic leaders who inspire collaboration between people. Their extraverted feeling makes them very good at mentoring others and handling public relations with excellence.

For instance, ENFJs do amazingly in roles where they face clients and building trust is the most critical thing. Your creativity will increase when you have an ENFJ who can connect people and ideas together! However, their desire to make others happy sometimes leads to taking too many responsibilities, so setting clear boundaries is an essential thing they need to learn.

8. ENFP (The Campaigner)

ENFPs bring enthusiasm and creativity to teams, and they often drive innovation in jobs like designing products or helping teams work better together.

Their spontaneity, however, can create problems with structured workflows and processes. Sometimes you do not have the opportunity to change the whole company structure, but one thing that I know with certainty is that ENFPs need some freedom to do their best work! In case of these personality types, managers should give them autonomy while also creating milestones to keep ENFPs focused on important goals.

Because of that, when you find yourself managing ENFPs, with their limited patience for detailed processes, your creativity should be directed to finding a balance between freedom and structure. There is indeed an unlimited number of options available to help ENFPs succeed while keeping them motivated!

Sentinels: Reliable Organizers and Protectors

9. ISTJ (The Logistician)

ISTJ is a reliable and hardworking personality type that’s known for its excellent organizational skills and attention to detail. And, when it comes to logical analysis and structured thinking, ISTJs excel tremendously, which helps them succeed in tasks requiring attention to detail.

Also, they are detailed planners who value stability, showing great results in accounting, logistics, or quality assurance. Their adherence to protocols ensures reliability, but they may resist abrupt changes.

Sometimes you do not have the opportunity to change ISTJs’ minds quickly, but one thing that I know with certainty is that integrating ISTJs into process-improvement teams can leverage their detail-oriented mindset while encouraging adaptability.

Because of that, when you find yourself working with ISTJs, their creativity should be directed to developing communication skills and emotional intelligence. There is indeed unlimited potential when ISTJs use their preference for structured decision-making to navigate the outside world effectively.

10. ISFJ (The Defender)

People with the ISFJ Myers-Briggs type indicator prioritize supporting others, making them ideal for healthcare, education, or administrative roles. But the path to success for ISFJs has many different crossroads.

Their introverted sensing helps them identify practical solutions to daily challenges.

However, ISFJs may avoid confrontation; managers should create safe spaces for their input. Yes, if you want to change the team dynamics, you will need to start by creating an environment where ISFJs can share their valuable insights.

11. ESTJ (The Executive)

ESTJs enforce structure and efficiency, often excelling as operations managers or compliance officers. Their extraverted thinking drives them to optimize workflows, though their rigidity can stifle creativity.

To succeed in coming to great business results, whether it’s related to a new product or service, process, or business model, a critical characteristic that ESTJs bring is structure and organization.

Pairing ESTJs with ENTPs fosters a balance between order and innovation. It is clear that in a large number of companies, this combination creates an excellent opportunity to provide a competitive advantage for you.

12. ESFJ (The Consul)

The ESFJ is one of the most common personality types and is known for their strong sense of responsibility, loyalty, and compassion.

Their strong sense of responsibility and loyalty can positively influence team dynamics in organizational settings by fostering a collaborative and supportive environment. They are highly organized and efficient, allowing them to stay on top of even the most complex tasks. Additionally, ESFJs are great at building relationships with others – they are often well-liked and respected by their peers. Lastly, they have an excellent ability to recognize and respond to the needs of others, making them ideal for customer service roles.

How can you work better with ESFJs? I will provide some recommendations that do not go into those that are common, but which can help you in this process:

Understanding individual differences can enhance their ability to connect with others and navigate various interpersonal dynamics.

ESFJs build cohesive teams through warmth and organization, thriving in event planning or customer service. Their reliance on social harmony may lead to the avoidance of tough decisions. Providing leadership training helps ESFJs balance empathy with accountability. Aligning personal values with career choices can lead to more fulfilling and resonant roles for ESFJs.

Lastly, ESFJs should focus on developing their problem-solving skills to help them come up with creative solutions to any challenges they may face. By doing all of these things, ESFJs can truly shine in the business world.

Explorers: Adaptive Problem-Solvers and Pragmatists

13. ISTP (The Virtuoso)

ISTPs are hands-on problem solvers, and they excel in engineering or emergency response situations. Their introverted thinking gives them the opportunity to remain calm when pressure is high, but their independence sometimes creates obstacles for collaboration.

Why do you need ISTPs? To succeed in solving complex technical issues, whether it’s related to a new product or an emergency situation, a critical characteristic that your team will need to have is ISTP’s analytical mind.

It is clear that in a large number of companies, assigning ISTPs to cross-functional teams with clear objectives is an excellent opportunity to maximize their technical skills and provide a competitive advantage for you.

14. ISFP (The Adventurer)

The ISFP is a creative and artistic Myers-Briggs personality type that’s known for their strong understanding of aesthetics and design. Many industries and markets do not have an extensive maneuvering space when it comes to innovation, but ISFPs bring that creativity naturally.

ISFPs are known for their ability to live in the present moment, enjoying their current experiences and interactions. This characteristic should be directed to opportunities such as excellent service, appropriate design, or quality products.

Because of that, when you find yourself in a situation where you need both creativity and practicality, ISFPs can thrive in design or hands-on roles like landscaping. However, if a proper environment is not at the desired level, their aversion to conflict will just remain an obstacle. They need supportive environments where their contributions are valued.

15. ESTP (The Entrepreneur)

People with ESTP Myer-Briggs type indicator usually thrive in dynamic settings like sales or crisis management, using extraverted sensing to seize opportunities.

Why? Simply because their extroverted sensing allows them to quickly adapt to new situations and take calculated risks.

Their risk-taking, however, requires oversight to align with overall organizational goals. Don’t focus on structured guidelines because they give directions to ESTPs in a way that limits their potential. You want to use open approaches, where someone can give you different thoughts related to the problems you are solving.

Let’s say, for instance, that you are an entrepreneur leading a startup. You might find yourself in a situation where you need to pivot your business strategy quickly in response to market changes. In such a scenario, your ESTP tendencies can be a significant asset, allowing you to make swift decisions and capitalize on emerging opportunities.

So, ESTPs excel in roles requiring quick pivots, such as startup leadership.

16. ESFP (The Entertainer)

ESFPs energize the whole workplace through spontaneity and interpersonal skills.

They excel in hospitality or public relations. Their focus on the present may neglect long-term planning.

The first thing you need to be able to do is recognize what ESFPs bring to your team. Currently, they provide energy and enthusiasm when interacting with customers or colleagues. Then, when you understand their strengths, you need to find ways to balance their weaknesses.

Because of that, pairing ESFPs with INTJs ensures a balance of creativity and strategy. In such a way, everything that was spontaneous and present-focused becomes much more structured.

The MBTI Assessment Process

The MBTI assessment is a self-report questionnaire that asks you to respond to questions about your preferences and behaviors to find your closest MBTI types. This process has many different crosses, but it’s designed to identify your preferred cognitive functions, including sensing, intuition, thinking, and feeling.

Myers-Briggs Test

The MBTI assessment process is not just another personality test, it’s a structured approach designed to identify your personality type based on four key areas. And in most cases, these areas are extraversion/introversion, sensing/intuition, thinking/feeling, and judging/perceiving.

The test is based on the personality theory created by Isabel Myers and Katharine Briggs and the process involves many questions that aim to uncover these preferences, and at the end, you get a unique four-letter code that represents your personality type, which we explained above.

To succeed in coming to accurate results, you will need to be honest when taking the Myers-Briggs test. It typically takes around 30-60 minutes to complete, and you can take it online or in person. It is clear that the test consists of multiple-choice questions that explore how you perceive the world and make decisions.

Example Questions

Why do the questions matter? Because they help reveal your true preferences. For example, a question might ask, “Do you prefer to focus on the outer world or on your own inner world?” This question checks whether you lean toward extraversion or introversion.

Sometimes you do not have the opportunity to think deeply about your preferences, but one thing that I know with certainty is that questions like “Do you prefer to focus on the basic information you take in or do you prefer to interpret and add meaning?” will help determine whether you have a preference for sensing or intuition.

Because of that, when you find yourself answering questions like “When making decisions, do you prefer to first look at logic and consistency or first look at the people and special circumstances?” you are helping to identify your preference for thinking or feeling.

The test also asks things like “In dealing with the outside world, do you prefer to get things decided or do you prefer to stay open to new information and options?” which helps to establish whether you are more judging or perceiving in your approach to life.

What to Do With the Results Regarding MBTI Types?

How can you use the results of the MBTI assessment? I will provide some insights that can help you in this process:

The results of the assessment are used to determine your personality type. Upon completion, the results will give you a four-letter code, such as INTJ or ESFP, corresponding to your personality type.

As we have already discussed above, there are 16 possible personality types, each with its unique characteristics, strengths, and weaknesses.

This MBTI type code is not just random letters – it’s a concise representation of your dominant preferences and traits, offering insights into your communication preferences, learning styles, and decision-making processes. Don’t focus on whether your type is “good” or “bad” because there is no such thing – each type has different strengths!

Your creativity will increase when you understand yourself better. The MBTI assessment is a valuable tool for personal development and understanding individual differences. It can help you go outside your comfort zone and see what happens when you connect the dots between your personality traits and your behaviors in different situations. In such a way, you can facilitate improved interpersonal relationships and make better career planning decisions.