Building Effective Teams with Personality Theory: How to Optimize Team Members’ Strengths

Before we get started, would you like to hear a secret? It’s rather wonderful news, we’re pleased to report. If you’re reading this right now, then you already have an effective team. Truly. Because no matter what combination of personality traits your team members may possess…they’re all effective. But determining the optimal expression of those traits and drilling down into how each member contributes to team effectiveness is the secret. So that is the task at hand in this article.

Ready to dive in? Here goes.

There is a widely agreed upon list of key characteristics that must be consulted when building effective teams – and it goes far beyond starting from the top with good leadership skills or company culture.

For starters, strong teams have strong communication skills. Individuals feel comfortable speaking openly about their ideas or concerns. But good communication will only get a team so far. Equally important are clear team goals and objectives – every member of the team understands what they’re collectively working toward and why. Add in a team culture defined by trust and respect, and you’re well on your way to a high-performing team.

But objectively knowing what makes an effective team is one thing – putting it into practice with a group of people is another beast entirely.

High-Performing Teams Are Cultivated, Not Constructed

Successful teamwork isn’t something that you can check off your to-do list by following a series of steps or participating in a few team-building activities – those tactics are a means to an end. Rather, it’s a gradual transformation in the way that you view and consider your team and interact with team members – it’s a skill set to be cultivated over time.

So how do you best go about building effective teams?

Well, every good team is composed of the same thing: individuals. The very best place to start is by getting to know every member of the team. Because once you understand members’ strengths, weaknesses, and desires, you’ll better understand how to motivate and inspire them, resulting in team members feeling happier and more productive, resulting in less turnover, resulting in… You get the picture. The compounding effects of this knowledge are truly endless.

And there’s no better way to quickly get an accurate, intricate understanding of your team members than by using personality theory.

A good team leader can become great by looking beyond team metrics and taking an interest in the individuals at the table. This article will help you uncover the strengths and weaknesses that each personality type brings to a successful team.

Effective Teams and Personality Type: What Does Each Type Bring to Collaborative Teamwork?

Are you new to personality theory? Let us quickly break it down for you. Our core theory explains that there are 16 personality types, each made up of different combinations of traits:

• Introverted (I) versus Extraverted (E) influences how we interact with our surroundings.
• Intuitive (N) versus Observant (S) determines how we see the world and process information.
• Thinking (T) versus Feeling (F) speaks to how we make decisions and cope with emotions.
• Judging (J) versus Prospecting (P) reflects our approach to work, planning, and decision-making.

There’s another aspect – Assertive (A) versus Turbulent (T) – which acts as a modifier and alters how confident we are in our abilities and decisions.

Each of the 16 personality types are assigned to one of four Roles: Analyst, Diplomat, Sentinel, or Explorer. Feel free to read our core theory article if you’d like a more comprehensive overview. For now, let’s dive into the personality Roles and types to see how each influences team building.

Analyst Team Members

Analysts share the Intuitive (N) and Thinking (T) personality traits. This Role includes Architects (INTJ), Logicians (INTP), Commanders (ENTJ), and Debaters (ENTP).

These personality types are firm believers in thinking with their head rather than their heart. They don’t shy away from challenges, and they take pride in their problem-solving skills. Analysts hold themselves to extremely high standards – and are very likely to do the same for their team members.

While Analysts are insatiably curious and driven to understand deeper meanings, they may get lost in speculation and struggle to follow through on their grand ideas. A strong desire to become important and successful underpins all that they do – but they also expect their entire team to be similarly driven.

On average, 49% of Analysts say they would prefer to work in a small team, if given the choice – and nearly as many (46%) say they prefer working alone. In either case, Analysts’ rationality and impartiality nonetheless ensure that they have much to offer in the way of effective teamwork.

Now let’s explore how each of the Analyst personality types can uniquely influence a team’s success.

Architect (INTJ)

Architects are Introverted (I), Intuitive (N), Thinking (T), and Judging (J).

Architects’ analytical and strategic thinking skills are great strengths to have in a team. Their ability to think critically makes Architects excellent problem-solvers, and they are able to think long term and envision the big picture, which can help teams remain focused on strategic decisions.

However, just 9% of Architects say they work best when collaborating with others. These personalities are known for their independence, and they may struggle with being flexible and accommodating others’ ideas – or accepting feedback on their own ideas. Architects may come across as insensitive to other team members’ feelings at times, which may make building interpersonal relationships difficult.

While teamwork may not be the preferred approach for the majority of Architects, their pointed rationality and ability to voice evidence-based opinions can help focus vague ideas, making these personalities a definite asset when building effective teams. How their input is viewed largely depends on the team culture and what sort of environment the team leader has cultivated – after all, one person’s unfair criticism is another’s key insight.

Logician (INTP)

Logicians are Introverted (I), Intuitive (N), Thinking (T), and Prospecting (P).

Logicians’ strong analytical and logical thinking skills help them zoom in to spot unanticipated patterns – and then zoom out again to see the big picture within a team. They bring a sense of open-mindedness and flexibility to teamwork, which can help them quickly adapt to new ideas and perspectives. These strengths, combined with their insatiable curiosity, make Logicians well suited to teams where there is change and uncertainty.

Despite these strengths, just 14% of Logicians say they work best when collaborating with others. And it’s worth noting that, sometimes, Logicians may become too theoretical and have difficulty implementing their innovative ideas. Their perfectionistic tendencies mean that they may struggle with completing projects in a timely fashion.

When they do find themselves in a team environment, Logicians bring theoretical and abstract thinking to the table, complementary skills that are necessary for building effective teams. These personalities are well positioned to bring new insights and perspectives to any team.

Commander (ENTJ)

Commanders are Extraverted (E), Intuitive (N), Thinking (T), and Judging (J).

Commanders are known for their strong leadership skills and have a unique ability to inspire others to achieve goals. These personalities are also unsurpassed at weeding out inefficiencies anywhere they go. These strengths, combined with their generally confident nature, organizational skills, and ability to take charge, make them well suited to drive projects forward in the right direction, deftly solving any problems that arise along the way.

For all their strengths, Commanders do struggle with certain aspects of teamwork. Their controlling nature means that they can be intolerant of others’ half-baked or distracting ideas, and their impatience means that you won’t find them waiting for others to catch up. Also, their love of efficiency and rationalism means that they may come across as insensitive in their pursuit to achieve their goals.

Even so, 40% of Commanders say they work best when collaborating with others. If you need to mobilize the entire team to achieve your goals, look no further than Commanders – their ability to communicate ideas not only clearly but also persuasively can help motivate team members. Strong-willed and self-confident, people with this personality type have much to offer in the way of successful teamwork.

Debater (ENTP)

Debaters are Extraverted (E), Intuitive (N), Thinking (T), and Prospecting (P).

Debaters’ outgoing and charismatic nature can help them effectively communicate with – or lead – their fellow team members. These personalities are known for their tremendously flexible minds, which enable them to generate new ideas and bring creative approaches to problem-solving. They also bring an unbridled energy and enthusiasm to teamwork that can give the team excellent momentum forward to achieve its goals, deftly adapting in the face of change.

For all the complementary skills that Debaters bring to teamwork, there are some areas that they struggle with. They’re very argumentative – in fact, they enjoy the tension sparked by a heated debate. This characteristic, combined with their tendency to be insensitive toward others’ emotions, means that they may have difficulty bonding with team members.

But 51% of Debaters say they work best when collaborating with others – the highest percentage of all Analysts. Their wide-ranging intellectual energy can help them quickly sort through a tremendous amount of information, as their sharp minds assess its merits. Such quick thinking is certainly an asset to any high-performing team.

Diplomat Team Members

Diplomats share the Intuitive (N) and Feeling (F) personality traits. This Role includes Advocates (INFJ), Mediators (INFP), Protagonists (ENFJ), and Campaigners (ENFP).

These personality types prioritize kindness and compassion over competition, with a staggering 95% saying they usually get along with their coworkers. They may value authenticity and connection with team members over “getting ahead” or more traditional means of success.

Diplomats are driven by a very strong need to belong that can underpin their decision-making process – they may falter in situations that call for cold rationality or when it comes time to make difficult decisions.

On average, 62% of Diplomats say they would prefer to work in a small team, if given the choice (compared to working alone or in a big team). This desire to work collectively toward a common goal comes naturally to most Diplomats, who are driven to connect with and help others. These personality types want to make a lasting difference in the world, and in their eyes, a great team is one that will help them reach these ideals.

Let’s take a look at how each of the personality types within the Diplomat Role approach teamwork.

Advocate (INFJ)

Advocates are Introverted (I), Intuitive (N), Feeling (F), and Judging (J).

When in team environments, Advocates bring a certain warmth to their interactions. These personalities have an affinity for understanding, connecting with, and tuning in to the emotional needs of others, helping them build strong working relationships with their fellow team members. Their insightfulness helps them unearth the deeper nuances of teamwork, accurately deciphering team members’ true desires and needs.

The same sensitivity that gives Advocates many of their strengths can become a weakness when dealing with feedback or criticism. Also, Advocates’ tendency to remain private and reserved can stand in the way of building trust and authentic relationships with team members. Their perfectionistic nature also makes them more prone to feeling overwhelmed and burned out.

Most Advocates – 86% – say they tend to work best in very quiet places, and less than a quarter say they work best when collaborating with others. But Advocate personalities bring a high degree of emotional intelligence to the team environment and are excellent listeners, strong communicators, and creative problem-solvers. Team dynamics can benefit greatly from having quiet, inspiring Advocates on the team.

Mediator (INFP)

Mediators are Introverted (I), Intuitive (N), Feeling (F), and Prospecting (P).

Mediators bring empathy and compassion to teamwork. They’re also adaptable and open-minded, which can help them not only connect with team members with different beliefs or lifestyle preferences but also adjust more easily to a rapidly changing team or environment. Mediators are highly creative and are excellent at brainstorming from unconventional perspectives, which can help teams find new solutions to common problems.

But Mediators can get caught up in ideals and struggle with completing tasks on time (to the frustration of their teammates). Indeed, 78% of Mediators say they’re easily overwhelmed when they have a lot of tasks on their to-do list – the highest percentage of any personality type. Mediators also long to please and will often go out of their way to avoid conflict – even if that means repressing their true opinions or feelings.

Mediators possess many strengths that are valuable in effective teams. The skill sets that they bring to the table – particularly around empathy and open-mindedness – are not to be overlooked. As long as their work is aligned with their beliefs, values, and passions, Mediators make dependable, reliable team members.

Protagonist (ENFJ)

Protagonists are Extraverted (E), Intuitive (N), Feeling (F), and Judging (J).

Protagonists are often personable and outgoing, with a seemingly effortless ability to connect with others. They tend to be natural leaders, approaching tasks with a determined and inspiring zest. Their strong organizational skills make them well suited to creating a sense of order and structure within a team. And their reliability cannot be overstated. If a Protagonist commits to meeting a certain deadline, they can be counted on to see that responsibility through.

For all their strengths and natural leadership style, Protagonists do struggle with certain aspects of teamwork. Their intense focus on achieving their goals means that they can place unrealistic expectations on themselves and others, forget to delegate tasks, and take any sort of feedback or criticism personally, leaving them prone to burnout.

More than half – 61% – of Protagonists say they work best when collaborating with others. From their altruistic nature to their reliability to the passion that they bring to their work, Protagonists certainly have much to offer a successful team.

Campaigner (ENFP)

Campaigners are Extraverted (E), Intuitive (N), Feeling (F), and Prospecting (P).

Campaigners’ strong interpersonal and communication skills mean that building trusting, open relationships with team members likely comes easier to them than it does to others. People with this personality type bring a unique sense of enthusiasm and passion to their work, making them adept at motivating and inspiring others. They are also capable of adapting to change and remaining flexible in the face of unexpected challenges.

This same enthusiasm and adaptability means that Campaigners may struggle to follow through on tasks in favor of the thrill of a new project. And in an effort to avoid the boring and mundane, they can sometimes overlook things like details and organization, which may lead to mistakes. Their spontaneous nature also means that Campaigners could clash with team members who value rules, structure, and order.

But 68% of Campaigners say they work best when collaborating with others – the highest percentage of all Diplomats. And because Campaigners are such warmhearted, friendly, and approachable individuals, much of that collaboration is likely amicable.

Sentinel Team Members

Sentinels share the Observant (S) and Judging (J) personality traits. This Role includes Logisticians (ISTJ), Defenders (ISFJ), Executives (ESTJ), and Consuls (ESFJ).

These personality types seek security, order, and stability in all that they do, and they are more than willing to work hard to maintain these conditions. Sentinels are reliable, amicable, effective team members who meet their deadlines without cutting corners or sacrificing the quality of their work – and they expect others to do the same. These personalities are happiest without drama, and 93% say they usually get along with their coworkers.

Sentinels appreciate a well-made plan more than most people do, and they may struggle to adapt in the face of unexpected changes or challenges. They can also be inflexible and reluctant to accept different points of view. They find it particularly challenging to accept people who either lack conscientiousness or are routinely inconsistent.

On average, 59% of Sentinels say they would prefer to work in a small team, if given the choice (compared to working alone or in a big team). Sentinels are naturally cooperative and collaborative – but they much prefer collaboration within a clear set of rules and work best in environments with a clear hierarchy.

Now let’s explore how each of the Sentinel personality types can uniquely influence a team’s success.

Logistician (ISTJ)

Logisticians are Introverted (I), Observant (S), Thinking (T), and Judging (J).

Logisticians bring a strong sense of reliability, responsibility, and practicality to their work and can always be counted on to follow through on their word. They’re very good at creating and enforcing order, both for themselves and for the entire team – chaos means missed deadlines and is to be avoided at all costs. They go about all of this with a calm, rational, and direct approach, focusing on the task at hand and solving problems if and when they arise.

But in an effort to see projects through reliably, Logisticians can also take on too much work and turn away help from team members. They can also be resistant to new ideas that challenge their tried-and-true methods, and their interest in facts and logic over abstract possibilities can hinder their ability to brainstorm creative ideas.

Only 12% of Logisticians say they work best when collaborating with others. But that does not in any way mean that they’re lacking in qualities that make them excellent team members – Logisticians’ practicality, fact-minded approach, and honesty are a definite asset to any team.

Defender (ISFJ)

Defenders are Introverted (I), Observant (S), Feeling (F), and Judging (J).

Defenders are reliable and hardworking, always to be counted upon to get their work done – and they take pride in a job well done. Their keen observational skills make them great at quality control, and their practical skills mean that they’re willing to roll up their sleeves and work through problems if and when they arise. Defenders value teamwork over competition and enjoy helping their peers, an attitude that can go a long way toward contributing to a positive team culture.

Like other Sentinels, Defenders tend to resist change and may struggle with new ideas or constantly fluctuating processes. They may also take feedback and criticism personally, driving these already private personalities to further repress their true feelings. These tendencies, combined with their lack of forcefulness, mean that some Defenders may have trouble authentically participating in group discussions.

Notably, 88% of Defenders say they work best when they have specific instructions on how to complete a task – the highest percentage of any personality type. Most also say they work best alone, but when in a team environment, Defenders make great team members. Their quiet, steady nature and ability to forge ahead amid challenges serve them well in their pursuit of successful teamwork.

Executive (ESTJ)

Executives are Extraverted (E), Observant (S), Thinking (T), and Judging (J).

Executives bring a strong work ethic to teamwork and remain dedicated to achieving their goals – and they hold team members to the same standards. These personalities revel in creating order and structure in all environments, including the workplace, and are not shy about taking charge and stepping into a leadership role. Their logical, analytical minds make them excellent problem-solvers, and their honest, direct way of communicating helps them clearly articulate thoughts to their team.

Executives’ ability to create order and structure can become a weakness when inflexibility leaves them unable to adapt to new ideas or sudden changes. Their direct method of communication can also come across as too abrasive for more sensitive types. And their dismissal of anything too emotional or theoretical can interfere with their ability to bond with team members who are different from them.

Just over half – 54% – of Executives say they work best when collaborating with others, a higher percentage than the other Sentinels we’ve discussed so far. Perhaps that has to do with Executives’ remarkable ability to take charge of an entire team and delegate tasks objectively – a key characteristic when building effective teams, to be sure.

Consul (ESFJ)

Consuls are Extraverted (E), Observant (S), Feeling (F), and Judging (J).

Consuls care deeply about their team members’ feelings – virtually all Consuls say they get along with their coworkers. And the feeling is likely mutual, as Consuls’ warm, social nature means that they’re often well liked. This can go far toward contributing to a positive team culture. Consuls’ strong practical skills make them excellent at managing day-to-day tasks, and their loyalty, combined with their love of stability, makes them trusted employees and team members.

For all the social aspects that they bring to a team, Consuls can lack the independence to drive their own work forward without constant input from team members or leaders. They’re also vulnerable to criticism and can become defensive if their work or choices are questioned. Even though they may not consciously realize it, Consuls tend to be preoccupied with social status, which may factor too much into their decision-making process.

Caring, social Consuls make a strong asset to any team, and they seem to enjoy teamwork in its own right. Indeed, 73% of Consuls say they work best when collaborating with others – the highest percentage of all Sentinels.

Explorer Team Members

Explorers share the Observant (S) and Prospecting (P) personality traits. This Role includes Virtuosos (ISTP), Adventurers (ISFP), Entrepreneurs (ESTP), and Entertainers (ESFP).

Explorer personality types revel in spontaneous situations with uncertain outcomes – in fact, they actively seek them out in life, both personally and professionally. Their nearly unrivaled flexibility helps them adapt to situations in the moment, making them very well suited for rapidly evolving teams and situations that are constantly changing.

But this same spontaneous nature that gives Explorers many of their strengths can become a weakness – these personalities dislike monotony and may leave tasks unfinished in pursuit of new things. Their unique combinations of traits can also push them toward undertaking risky endeavors.

On average, 63% of Explorers say they would prefer to work in a small team, if given the choice (compared to working alone or in a big team). They have a strong desire to connect with their environment, be that mastering tools or influencing people.

Let’s take a look at how each of the personality types within the Explorer Role approach teamwork.

Virtuoso (ISTP)

Virtuosos are Introverted (I), Observant (S), Thinking (T), and Prospecting (P).

Virtuosos approach all that they do with a pragmatic attitude – including teamwork. This straightforward mindset is combined with a remarkable ability to prioritize what needs to get done while remaining both detail- and action-oriented. These personalities prefer to do rather than talk about doing, but they have no qualms about giving direct, honest feedback when the situation calls for it. Virtuosos also thrive in crisis situations, tending to work well under pressure and find comfort in ambiguity in the workplace.

Virtuosos’ hands-on nature means that they may struggle when it comes to brainstorming or other tasks that require abstract thinking. Also, their enjoyment of novelty can make them unreliable when asked to focus long term on topics that they have no interest in. Virtuosos are also incredibly private people, and they may appear indifferent toward socializing with team members, making team bonding challenging.

The vast majority of Virtuosos – 82% – say they do not work best when collaborating with others. But when they do find themselves a member of the team, their obsession with the task at hand can bring a glimmer of glee and create an infectious enthusiasm that even they wouldn’t expect – helpful energy to inspire successful teamwork, indeed.

Adventurer (ISFP)

Adventurers are Introverted (I), Observant (S), Feeling (F), and Prospecting (P).

Adventurers are driven by a curiosity and eagerness to try new things, both in their personal and professional lives. They are tolerant and friendly people, always enthusiastic about what team members are working on and willing to bring their charming selves fully into what’s being done. Adventurers’ warm, relaxed demeanor helps them create a harmonious, supportive team environment with minimal conflict.

As sensitive as Adventurers are to others’ emotions, their own can fluctuate quickly, with their self-esteem dropping if their well-intended efforts are dismissed or ignored. They also tend to be averse to rigid, structured approaches to teamwork, particularly if such rules interfere with their freedom of expression.

Adventurers are very nearly evenly split on their enjoyment of team projects, with 45% favoring them. These personalities bring a myriad of strengths to teamwork, including an artistic nature that may help them approach tasks – and problem-solving – from a unique, creative perspective.

Entrepreneur (ESTP)

Entrepreneurs are Extraverted (E), Observant (S), Thinking (T), and Prospecting (P).

Entrepreneurs’ sociable nature combined with their outgoing, action-oriented attitude make them natural group leaders – with or without a formal “leadership” job title. They communicate clearly and directly to team members and are not afraid to take charge to move a task forward and help the entire team achieve its goals. Entrepreneurs love experimenting with new ideas – and they’re perceptive enough to pick up on small changes that may result from such experimentation.

In their bold pursuit of originality, Entrepreneurs may forge ahead impulsively, which could result in them making poor decisions that impact the entire team. They operate at a fast pace and are often unwilling to slow down for team members who need a bit more time before acting. Entrepreneurs may also come across as insensitive – many have trouble expressing their feelings, and they aren’t particularly interested in attuning themselves to those of others.

Most Entrepreneurs report enjoying team projects, with 73% responding affirmatively. From their bold decisiveness to their direct approach to tasks and teamwork, people with this personality type have much to offer when it comes to building effective teams.

Entertainer (ESFP)

Entertainers are Extraverted (E), Observant (S), Feeling (F), and Prospecting (P).

Entertainers approach conversations and in-person interactions with unrivaled enthusiasm, and their outgoing, sociable nature makes them great at establishing a positive camaraderie with team members. These personalities also work well under pressure or in constantly changing environments, willing to boldly step out of their comfort zone to get the job done.

Behind their seemingly effortless social skills, Entertainers have a sensitive side to them. They’re vulnerable to criticism and may become defensive if confronted with it. Entertainers also struggle to remain focused on long-term tasks or projects when they no longer find them interesting, which could cause issues for the entire team.

Entertainers dearly love to put on a show, and that extends to the workplace, where team members can serve as an audience for their performance. Perhaps that’s why 87% of Entertainers say they enjoy team projects – the highest percentage of any personality type. The excitement and passion that they bring to life’s everyday moments make Entertainers a valuable asset on any high-performing team.

Final Thoughts Regarding Personality Theory and Teamwork

There you have it – a comprehensive overview of how personality types can impact team effectiveness. You now have a much better understanding of the character tendencies that each personality type brings to effective teamwork. (And perhaps a burning desire to have a 16-person team.)

But we caution you to remember that these observations are merely general tendencies. Every individual is unique and may display different strengths and weaknesses than the ones we have pointed out here, as influenced by their personality type, life experiences, and personal characteristics. Some individuals may have identified their so-called weaknesses in regard to effective teamwork long ago and developed strategies and techniques to overcome them.

Nevertheless, having a comprehensive understanding of these tendencies puts you in a good place to better understand your team, ultimately helping you work better together. If you’d like to take your knowledge further – and get personalized recommendations for your team specifically – we invite you to take our free Team Dynamics Quiz. You’ll get insights into the many factors influencing your team’s effectiveness, as well as tips on how to improve areas that may need a boost.