16 Personalities Quiz – Discover Who You Are
Based on the Myers-Briggs Type Indicator® framework, this quiz measures four key dimensions of personality:
Extraversion (E) vs Introversion (I) – Where you get your energy
Sensing (S) vs Intuition (N) – How you take in information
Thinking (T) vs Feeling (F) – How you make decisions
Judging (J) vs Perceiving (P) – How you organise your life
Your answers will reveal your 4-letter personality type, a detailed description of your strengths and growth areas, and a breakdown of your preferences.
📝 Time: 5-10 minutes | Questions: 60 | Format: Two-choice statements
Discover your Myers-Briggs style personality type
For each pair of statements, select the one that describes you better. Answer honestly – there are no right or wrong answers. This quiz has 60 questions and should take about 5-10 minutes.
For a full detailed assessment and report take the full Myers-Briggs Type Indicator Test HERE.
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Read each pair of statements
Select the one that describes you better – even if both feel true
Work quickly and trust your first instinct
Use the Previous and Next buttons to navigate
Answer all 60 questions to see your results
Don’t overthink – your first gut response is usually the most accurate
Be honest – choose what is true for you, not what you wish was true
No right or wrong answers – every personality type has unique strengths
Answer as you are – not as you are at work, or with family, but your natural preference
Your 4-letter personality type (e.g. INFJ, ESTP)
Type name and tagline (e.g. ‘The Advocate’ or ‘The Commander’)
Detailed description of your type
Key strengths and growth areas
Breakdown of your scores on all four dimensions
Help participants understand their natural preferences across four personality dimensions. This builds self-awareness, improves team communication, and reduces conflict by normalising differences.
| Dimension | Left preference | Right preference |
|---|---|---|
| Energy | Extraversion (E) – gains energy from others | Introversion (I) – recharges alone |
| Information | Sensing (S) – focuses on facts and details | Intuition (N) – focuses on patterns and possibilities |
| Decisions | Thinking (T) – uses logic and objectivity | Feeling (F) – uses values and impact on people |
| Structure | Judging (J) – prefers plans and closure | Perceiving (P) – prefers flexibility and options |
After participants receive their results, use these questions to facilitate discussion:
Self-awareness: Does your result feel accurate? What surprised you?
Work impact: How does your type show up in team meetings or decision-making?
Conflict: Which of the four dimensions causes the most friction with colleagues?
Development: What is one strength of your type you could use more often?
Relationships: Think of someone whose type is opposite to yours. What can you appreciate about their approach?
| Activity | Time | Description |
|---|---|---|
| Pair share | 10 min | In pairs, share your type and one thing you wish colleagues understood about you |
| Type tables | 15 min | Group by dominant preference (E/I, S/N, T/F, J/P) – discuss how that preference helps/hinders your work |
| Opposite day | 10 min | Pick the opposite of your natural preference and role-play a meeting using that style |
| Team map | 15 min | Create a visual map of the team’s types – where are the gaps and concentrations? |
| Reaction | Facilitator response |
|---|---|
| “This doesn’t feel accurate.” | “No test is 100% – trust what feels true to you. Some people are on the borderline between letters.” |
| “Is one type better than another?” | “No. Each type has unique strengths. Teams need all types to be effective.” |
| “I got a different result last time.” | “That’s normal. Your answers can shift slightly depending on your mood or context. Focus on what feels consistently true.” |
| “I don’t fit neatly into a box.” | “Good – no one does. The types are starting points for self-awareness, not rigid labels.” |
Book: “Gifts Differing” by Isabel Briggs Myers
Book: “Type Talk at Work” by Otto Kroeger
Online: 16Personalities.com for extended profiles
Activity: Keep a “type journal” for one week noting when you act against your natural preference
Never use personality type to excuse poor behaviour or limit someone’s potential
Emphasise that type describes preferences, not abilities
Avoid using type for hiring or selection decisions
Encourage curiosity about other types, not judgment
