Typology by Briggs and Myers: Why the MBTI, the associated MBTI test and the 16 personality types continue to be celebrated despite their clear weaknesses

Do you feel like an "INTJ"? Maybe you'll be an "ENFP" tomorrow.
That sounds like a joke - but it can be empirically proven. Around a third of all people who take the MBTI several times are categorised differently each time they take it. And yet the so-called personality test has been experiencing a sustained boom for decades - in coaching practice, on career websites and especially in social media. MBTI graphics are among the most shared content formats in the psychological field on Instagram and TikTok. So why are we so fascinated by this system?

The answer lies less in the depth of the model than in the depth of our longings: for clarity, belonging and self-understanding. The MBTI offers simple terms for complex questions - in a language that fits effortlessly into our everyday digital thinking: You're a bloke. So is your colleague. Your type determines how you communicate. Sounds logical - but it's not.

Between apparent precision and psychological projection: the MBTI is marketed as a scientific instrument, although it has massive methodological and empirical weaknesses. Nevertheless, people around the world use it every day - in job interviews, in couples therapy or when asked why they feel "so different".

In this article, we take a differentiated look at the MBTI - and uncover why this model lives on despite all the criticism. It is less about "debunking" the test and more about the psychological and social mechanisms that make it so attractive. After all, the MBTI ultimately not only reveals something about personality - but about our times.

What it's all about:

• What exactly the MBTI is - and what it suggests but cannot achieve

• Which psychological needs the test fulfils - regardless of its validity

• What scientific objections exist - and how solidly they are substantiated

• How the Barnum effect distorts our perception - and why we allow ourselves to be seduced by it

• How the MBTI can be used sensibly - without overestimating it

Whether you are an MBTI fan yourself or view the model with scepticism: This article provides you with well-founded arguments, surprising insights - and a clear stance on a perennial psychological favourite.

What is the Myers-Briggs Test (MBTI) and what do the four letters mean?

The Myers-Briggs Type Indicator (MBTI) is a personality test that categorises people into one of 16 "types" based on their answers to certain questions. The model is based on four dichotomous dimensions, each of which contrasts two opposites:

• Extraversion (E) - Introversion (I):
  Refers to whether someone draws their energy more from the outside world (social interaction) or from the inner world (reflection, withdrawal).

• Sensing (S) - Intuition (N):
  Describes whether someone relies more heavily on concrete, present information or pays more attention to abstract patterns, ideas and possibilities.

• Thinking (T) - Feeling (F):
  Distinguishes between a more factual-logical versus a value-orientated-emotional decision-making process.

• Judging (J) - Perceiving (P):
  Reflects whether a person prefers an organised, planned and structured approach or prefers to remain flexible, spontaneous and open to new impressions.

These four letters result in 16 combinations - i.e. 16 personality types such as ENTJ, ISFP or ENFP. Each of these types is associated with certain characteristics, working styles and communication methods.

Important:

At first glance, this system appears intuitive and easy to grasp: four simple pairs of opposites, a manageable number of types - and a high recognition potential. This is precisely the charm of the MBTI. It offers a seemingly objective way to better understand yourself and at the same time to categorise other people more easily.

Whether in a team meeting, a job interview or on a first date - the sentence "I'm more of an INTP" acts as a shortcut for complex psychological dynamics.

So it's no wonder that the MBTI is used in numerous contexts:

• In companies for team analysis or management development

• Career guidance for young people and students

• In coaching to create personality profiles

• In pop culture, to typecast film characters or celebrities

• On social media, in order to present psychological content in a low-threshold way, one could also include the different types of MBTI such as ISFP and ESTJ.

Important to know: The MBTI is based on the theories of Carl Gustav Jung - but greatly simplified and commercialised. Myers and Briggs were not psychologists, but self-taught enthusiasts who wanted to adapt the model for use in the professional world.

The 16 personality types of Myers and Briggs? A myth.

The idea that every person can be assigned to one of 16 clearly definable personality types seems convincing at first glance. It promises order in a complex world, simplifies social dynamics - and conveys the feeling: "Ah, now I understand myself." But it is precisely this simplification that is the problem.

The scientific point of view

In a large-scale study with more than 150,000 participants (Freudenstein et al., 2019), the categorisation into exactly 16 types could not be statistically proven. The respondents' answers were not distributed in clearly separate groups, but were on continuous scales - a clear sign that personality does not run along binary categories, but along dimensions.

• People show mixed forms, not pure types.

• Behaviour varies, especially when considering the different Myers-Briggs types such as ESTP and ISFP, depending on context, mood or role.

• The arbitrary boundary between "introversion" and "extraversion", for example, corresponds to an artificial cut-off, not a natural dividing line.

This is also problematic from a methodological point of view: the MBTI forces a decision between opposites, although many people find themselves in both poles. For example, a person can enjoy reading alone as well as recharging their batteries at parties - depending on the phase of life or situation. The MBTI ignores these nuances.

Example: If you answer 50/50 between "Thinking" and "Feeling" in the MBTI test when asked about decision-making, you will still be assigned to one side. The result then appears unambiguous - but is actually a coin flip.

The personality type as a psychological projection

The appeal of the 16 types also lies in the fact that they function like little identity stories. "I'm an INFP - that's why I feel misunderstood so often." Or: "Of course I'm direct - I'm just an ESTJ." The model offers simple narrative patterns that we can use to explain ourselves. However, these patterns are based on self-attributions, not on verifiable characteristics.

In psychological research, such type models are now considered outdated. Modern personality psychology works with dimension-based approaches such as the Big Five model, which has broad empirical support and depicts behaviour, emotion and motivation in a differentiated way.

Important:

A rigid type system can quickly lead to self-narrowing. Those who commit to a certain type system overlook their own development opportunities, underestimate situational flexibility - or accept problematic behaviour as "typical for me".

• Career decisions can be based on false assumptions ("I'm just not the leadership type").

• Relationship dynamics are hastily explained ("You're an F, I'm a T - that can't work").

• Self-images are cemented, even though they are changeable.

Wanting to understand yourself better is valuable - but not at the expense of reality. The MBTI often conveys a sense of clarity where complexity, changeability and contradiction actually prevail.

So if the types are not that stable - can the MBTI at least predict future behaviour or career success? In the next section, we look at the predictive quality of the MBTI - and why in many cases it is nothing more than a psychological placebo.

Predictive power of the 16 types: manageable to non-existent

A personality test that doesn't predict anything has a problem.

Nevertheless, the MBTI is used in numerous professional contexts - especially in the world of work. Management workshops, career coaching, application procedures and team-building measures often draw on MBTI typologies. The hope behind this is that knowledge of a personality type can be used to make predictions: How someone behaves in stressful situations. How team-oriented a person is. Whether someone is suitable for leadership.

But this is precisely where the MBTI fails.

What the research shows

In a study by Furnham & Crump (2015), the question was asked whether the MBTI is related to professional success - e.g. salary, promotion or leadership skills. The result was sobering: there were no reliable correlations. Even where small correlations were found, these were inconsistent or could not be replicated.

Further studies confirm this:

• MBTI types do not predict clear professional strengths or weaknesses

• Leadership skills, teamwork and resilience can hardly be differentiated with MBTI

• Results depend more on self-image than on behaviour

For example, if you think you are introverted, you will fill in the test accordingly - even if your behaviour is quite different in reality.

The problem

In the corporate context, such misconceptions have real consequences:

• Wrong appointments: If someone is seen as "not assertive" because they are a "feeling type", this can hinder careers.

• Stereotypes: Team members are reduced to their MBTI type instead of looking at individual strengths and learning ability.

• Loss of trust: When employees realise that decisions are based on shaky tests, the credibility of HR and management suffers.

There are alternatives: validated methods such as the Big Five model or structured behavioural observations provide significantly better predictions about professional fit, development potential and team roles.

Important:

A test that cannot reliably predict behaviour and performance is not suitable for personnel decisions. And yet that is exactly what happens - because the MBTI is so simple, elegant and communicative.

But simplicity is no substitute for evidence.

But even if the MBTI does not allow clear forecasts, it would still be helpful if it consistently delivered the same result. Unfortunately, here too: Not the case. In the next section, we look at how the MBTI, especially types such as ESFP and ESTJ, can influence the perception of extroverted behaviour. how unstable and unreliable the MBTI results actually are.

The MBTI is often used in the world of work: For leadership coaching, team building, even promotion decisions. However, a study by Furnham & Crump (2015) came to a sobering conclusion: the MBTI did not reliably predict either leadership success or career progression.

• Hardly any connection between type and career success

• Weak correlation with decision-making strength or resilience

• In practice, inconsistent results with repetitionWhoever relies on the wrong instrument in coaching or personnel development risks misjudgements, frustration and inefficiency.

The reliability of the MBTI test: as shaky as a horoscope

Imagine going to the same personality test three times - and getting three different results. Would you still trust him?

This is exactly what happens alarmingly often with the MBTI. A study by Bents & Blank (1995) showed that a third of respondents identified themselves as extroverted, which is often associated with the ESTJ type. of participants were assigned a different type when they took the test again. This was despite the fact that they had neither fundamentally changed nor experienced a different life situation.

A reliable test should also deliver stable results for stable people. This is not the case with the MBTI.

Why do the results fluctuate so much?

The MBTI is based on self-assessment - in other words, on what people believe about themselves. However, our self-image is not constant, especially in the case of extroverted types such as ENTP and ESFJ. It fluctuates:

• Mood

• social context (e.g. how extroverted types such as ESFP act in groups).B. Private vs. professional role)

• Daily form

• current challenges or goals

One example: Someone who takes the test on Monday after a stressful weekend may rate themselves as less decisive, less sociable and generally more reserved. On Friday, after a productive week, the same person suddenly falls into a completely different type.

In addition, the MBTI forces you to make a binary decision: either you are introverted - or extraverted. Either thinking - or feeling. If you are in the middle, you are still assigned to one side. This black-and-white thinking creates artificial clarity where in reality there are grey areas.

Important:

A test with poor test-retest reliability does not provide a reliable basis for:

• Professional decisions

• Long-term self-assessment

• Therapeutic reflection

• Relationship counselling

• Personal development

As a result, people orientate themselves on random values, but consider these to be "objective" findings. This can not only be disappointing, but can even reinforce undesirable developments. For example, if you see yourself as a "P-type" (spontaneous, flexible), you may deliberately avoid planning - even though this would actually be good for you.

Personality is not a rigid label. It is a dynamic pattern that can be developed, changed and expanded. An unstable test does not do it justice.

But what about the theoretical foundation of the MBTI? Are there overlaps with other scientifically recognised models - or is the MBTI a complete outsider in the field of personality psychology? In the next section, we clarify how compatible the model really is in research and practice.

Scientific connectivity: Hardly given

A personality test that is used worldwide should at least be theoretically compatible - right?

This is precisely not the case with the MBTI. The model is methodologically isolated, which is in contrast to the interactive approaches of extroverted types such as ESFJ, and can hardly be related to the established scientific personality models. Particularly striking is the low level of agreement with the Big Five model, which is internationally recognised as the gold standard in personality research.

MBTI vs. Big Five - an unequal duel

While the MBTI works with four dichotomous axes, the Big Five is based on five continuous dimensions:

• Openness to experience

• Conscientiousness

• Extraversion

• Compatibility

• Neuroticism

In practice, this means that while the MBTI categorically assigns people to a type, the Big Five record gradual differences - i.e. how strong or weak someone is in a particular characteristic. This allows a much more precise description of behaviour, motivation and emotional stability.

A comparative study by Furnham (2022) showed that
Only one MBTI factor - namely "Thinking-Feeling" - overlaps appreciably with a Big Five factor (Agreeableness), and even here the correlation is only around 21%. The other categorisations achieve less than 5 % agreement - a clear sign that the models measure fundamentally different things.

No relevance in research, diagnostics or therapy

The MBTI is practically not used in scientific psychology:

• It is not used in clinical diagnostics - neither for recording disorders nor for therapy planning.

• It is rarely cited or operationalised in research.

• In test psychology, it is rated as non-standardised, non-objective and non-reliable.

This is not only due to the empirical weaknesses, but also to the theoretical basis: the MBTI was developed by two laypeople - Katharine Briggs and Isabel Briggs Myers - who were interested in psychology but had no scientific training in this field. Their aim was to make JUNG's typology "practically applicable" - not empirically based.

Important:

A model that is not taken seriously by the scientific community is not suitable as a basis for serious decisions, especially when the rational approaches of types such as ISTJ and ESTP are taken into account. It becomes particularly risky when the MBTI is used in areas that require high precision and responsibility - for example:

• in psychological counselling,

• in the career guidance of young people,

• or in therapeutic settings.

Anyone relying on the MBTI here is confusing popularity with validity - a serious fallacy.

Scientific connectivity does not just mean: "Sounds plausible". It means: the model is verifiable, consistent, connectable - and reliably contributes to knowledge.

So if neither the predictive power is right, nor the reliability or theoretical foundation - why does the MBTI still feel so "right"? The next section deals with the Barnum effect - and why we believe the tests that flatter us the most.

The Barnum effect: Why the MBTI still "fits so well"

"That's so me!" - Anyone who reads their evaluation after completing an MBTI test often feels deeply recognised. The description seems personal, detailed, almost intimate. This is no coincidence - but a psychological trick.

The so-called Barnum effect describes a well-known phenomenon from personality psychology: people perceive generally formulated statements as accurate as long as they are positive, vague and seemingly individual.

The effect is named after the American circus director P. T. Barnum, who always had something "for everyone" in store for his audiences.

How the effect works - and why the MBTI utilises it perfectly

MBTI descriptions are skilfully formulated: they contain both strengths and minor weaknesses - but always in a benevolent tone. Typical formulations are: "I often feel like an ESTP in social situations."

• "You are creative, but occasionally need to retreat."

• "You're reliable, even if you sometimes take on too much responsibility."

• "You are analytical and tend to think things through thoroughly."

Such statements apply to many people, but have an individual impact - especially when they are presented in the context of a test that radiates seriousness.

Three reasons why the Barnum effect has a particularly strong impact on the MBTI:

1. Framework and ritual:
   Completing a test has an objective effect. The context "questionnaire - evaluation - interpretation" activates our trust in procedures.

2. Self-reference:
   We look for ourselves in every description. Our brain filters selectively - we recognise confirmation more quickly than contradiction.

3. The need for meaning:
   People want to feel understood. The MBTI suggests: "You are special. And you can be explained." This is emotionally very attractive.

Important:

The Barnum effect explains why we are so easily drawn into the MBTI system - and why it is so difficult to detach ourselves from it again.

Because those who recognise themselves in a type often begin to reflect on the characteristics of types such as ESTJ or ISFP and to structure themselves and others accordingly:

• "I understand myself better now - I'm an INFP."

• "Of course we argue - she's just an ENTJ."

• "I need this job change - my type is simply not made for the office."

These attributions generate real consequences - even though they are based on unclear, often coincidental grounds. The more credible the language, the lower the critical distance.

The MBTI does not work despite its weaknesses - but because of its effect on our need for orientation and recognition.

So the MBTI is charming, emotionally convincing and socially connectable - but scientifically questionable. Does that mean we should ignore it completely? Not necessarily. In the next section, we look at how the MBTI can be used sensibly - but with reflection - without ignoring its limitations.

Further development of the MBTI test: the Diplomat and more

In the MBTI context, "the Diplomat" is not an official type designation, but comes from the popular further development of the MBTI model by the website 16personalities.com, which has presented the test in a more modern, understandable and appealing way.

The 16 MBTI types are summarised in four groups:

1. Analysts

2. Diplomats

3. Sentinels

4. Explorers

So who are the diplomats?

Diplomats are MBTI types based on the letter combinations N (Intuition) and F (Feeling). They are considered visionary, empathetic and idealistic. These people strive for meaning, harmony and values.

The four types of diplomats:

Common characteristics of the "diplomats":

• Empathy: strong empathy, need for harmony

• Value orientation: decisions are based on inner convictions

• Visionary thinking: fascination for the future, possibilities, change

• Relationship focus: interest in emotional and interpersonal dynamics

• Aversion to conflict, but also a desire to support or inspire others

Classification:

Although the "Diplomat" category comes even further from the popular psychology corner, it also reflects a genuine need of many users: the search for comprehensible psychological clusters that go beyond letter abbreviations and offer identification and orientation.

What now? MBTI more party gag than diagnostic tool

The MBTI fulfils many psychological needs - but not the requirements of a scientifically valid test. What does this mean?

We don't have to discard it - but we should categorise it correctly.

Although the MBTI is unsuitable as a serious diagnostic tool, it can still be used in a reflective, playful and distanced manner. Its strength lies not in its precision - but in its ability to stimulate dialogue, trigger self-reflection and convey a sense of psychological orientation.

Three contexts in which the MBTI works - if you know what you're doing:

• 1. for self-reflection:
  The MBTI can be an introduction to self-exploration. If you view your results not as the final truth, but as an invitation to reflect, you will gain real insight.
  Questions such as: "Why did I answer this way?" or "How do I recognise that I am thinking intuitively rather than sensory?" can provide productive food for thought.

• 2. in coaching (with prior knowledge):
  Many clients already know their MBTI typing. A good coach can take up this narrative structure - but at the same time help to question it.
  Instead of saying: "That's because of your type", you can ask: "What does it do to you to see yourself as an INFJ? What do you reinforce - and what do you block out?"

• 3. in pop culture and social media:
  MBTI types work brilliantly in memes, personality posts and series analyses. They create a low-threshold entry level into psychological topics. The only important thing is:
  With a wink - not with authoritarian seriousness.

The MBTI is like a good party gag: it gets people talking, provides aha moments - but nobody should base their life decisions on it.

Recognising boundaries, understanding impact

Precisely because the MBTI is so easy to connect with, there is a danger of overestimating it. And this is precisely where clarification is needed. If coaches, HR departments or therapists use the model uncritically, this creates a false impression of professionalism - without substance.

But if you know its effect and recognise its limits, you can use the MBTI responsibly:

• as an impulse, not as a judgement

• as a metaphor, not as a diagnosis

• as a language aid, not as truth

Personality is fluid. People develop. And no test can capture us completely.

In the final section, we summarise once again why the MBTI works - but doesn't work. And why it is worth enduring complexity instead of calming yourself down with types.

Conclusion: Between seduction and responsibility

The MBTI is popular, catchy and often feels surprisingly accurate. But that is precisely what makes it so seductive - and so problematic.

It works because it satisfies a deep need: the desire to understand oneself and to be able to locate oneself in the world. The test offers simple answers to complicated questions: Who am I? What makes me tick? Why do I clash with others? In a world that is becoming ever faster, more confusing and more contradictory, the MBTI acts as a compass.

But it does not point in any reliable direction.

From a scientific point of view, the MBTI is not tenable:

• The types are arbitrarily constructed

• The predictive power is weak

• The results are unstable

• The ability to connect to well-founded models is missing

And yet the MBTI has social relevance - as a psychological cultural product, not as a diagnostic tool.

It looks like a horoscope with a test sheet: entertaining, confirming, structured, similar to the results you would expect from an ESTJ. But not true in the scientific sense.

What remains?

We should value the MBTI - but not confuse it with:

• psychological diagnostics

• valid personality research

• professional test procedures

At best, it belongs in conversations, not in appraisals. On Instagram or in self-reflection, not in the personnel file.

A personality test is not an oracle.
It is a tool - and every tool needs context, ability and critical faculties.

The MBTI thrives on its simplicity - and that is precisely what makes it so dangerous if it is taken too seriously.

Because genuine self-knowledge requires more: the courage to be contradictory, openness to development - and the willingness not to be reduced to four letters.

📌 Frequently asked questions about the MBTI

🔹 1 What is the MBTI?

The Myers-Briggs Type Indicator (MBTI) is a popular personality test that categorises people into one of 16 types - based on four pairs of opposites:

• Extraversion (E) - Introversion (I)

• Sensing (S) - Intuition (N)

• Thinking (T) - Feeling (F)

• Judging (J) - Perceiving (P)

Each person receives a four-digit type code such as "INFP" or "ESTJ".

🔹 2 What do the four letters in the MBTI type mean?

The letters stand for four central personality tendencies:

🔹 3 What do "J" and "P" mean in the MBTI?

These letters stand for the way someone deals with the outside world:

• Judging (J): People with "J" prefer structure, planning and firm decisions. They like to finalise things.

• Perceiving (P): People with "P" act flexibly, spontaneously and openly. They like to keep their options open.

💡 Important: This does not mean that "P" types are chaotic or "J" types are inflexible - it is about preferred approaches.

🔹 4 What MBTI types are there?

There are 16 personality types that arise from all combinations of the four letters. An overview:

🔹 5 What is the most common personality type?

The most common MBTI type worldwide is:

🟩 ISFJ - The protector ("Defender")

• Introverted, practical, caring, organised

• Occurs particularly frequently in women

• Makes up about 13-14 % of the US population

ISFJ types like to take on responsibility in the background - in family, care, school or administration.

🔹 6 Which MBTI type is the rarest?

The rarest MBTI type is:

🟪 INFJ - The Advocate

• Profound, idealistic, introverted and structure-orientated

• Less than 1-2 % of the population

• Often associated with high inner complexity, search for meaning and analytical strength

🔹 7 Which MBTI type is the most difficult to identify?

INFJs and INTPs are considered the most difficult to "type":

• INFJs because they are very private and complex - many test questions fall short for them.

• INTPs because they vacillate between logical thinking and creative disorganisation - which can lead to inconsistent answers.

🔹 8. what does "A" and "T" mean in MBTI on 16personalities.com?

This is an extension of the classic MBTI for 16personalities:

• A = Assertive (assertive): self-confident, stress-resistant, emotionally stable

• T = Turbulent (insecure): more self-critical, more sensitive, more easily influenced by stress

Example:
"INFP-T" = a rather sensitive mediator
"INFP-A" = a self-confident, calm mediator

🔹 9 Who suits whom - MBTI and relationships

Popular combinations in the MBTI community are:

• INFP & ENFJ: sensitive idealist meets social leader

• ISTJ & ESFP: structured planner meets fun-loving free spirit

• INTJ & ENFP: strategic thinker meets creative explorer

Important: The MBTI can provide indications of communication dynamics, but is no substitute for relationship knowledge or personal experience.

🔹 10. how do the 16 types influence communication?

• E vs. I: Extroverts think out loud - introverts internally

• T vs. F: Thinking types argue - Feeling types relate to people

• J vs. P: Judging types communicate clearly and directly - Perceiving types are more associative and open

• S vs. N: Sensing types speak concretely - Intuitive types tend to speak figuratively and abstractly

💬 Tip: Misunderstandings often arise when these differences intersect - e.g. a structured ISTJ talks to a flexible ENFP.

🔹 11 How accurate is the MBTI model?

• Unscientific: The 16 types could not be clearly statistically proven in studies (e.g. Freudenstein et al., 2019)

• Low test-retest reliability: 1/3 changes type when repeated

• Weak predictive power: Hardly any correlation with career success, behaviour or intelligence

Conclusion: The model is emotionally connectable, but hardly scientifically robust.

🔹 12. what can the MBTI test still be used for?

• For self-reflection (if deliberately used metaphorically)

• As a conversation starter in coaching or team development

• For entertainment or as an icebreaker

Important: Do not use MBTI for diagnostics, therapy or well-founded decisions.

🔹 13. are there alternatives to the MBTI?

Yes - scientifically validated models:

• Big Five (OCEAN model): Openness, conscientiousness, extraversion, agreeableness, neuroticism

• HEXACO model: Big Five + Honesty/Modesty

• DISC model: behavioural types (Dominance, Influence, Steadiness, Conscientiousness)

• RISO-HUDSON Enneagram (spiritual-psychological model with 9 basic types)

The Big Five are considered the standard in research and diagnostics.