Myers-Briggs Type Indicator (MBTI) – discover personality differences and strengthen your team

BrainTrain is pleased to help you discover, understand, and leverage personality differences within your organization.

THE METHOD

Module overview

What is MBTI?

The Myers-Briggs Type Indicator® was developed by Katharine Cook Briggs and Isabel Briggs Myers. The model maps the differences between personality types in a positive and appreciative manner.

Provides insight into your personality preferences and those of others;

Offers a framework to better understand human interactions;

Helps resolve collaboration and communication challenges;

Forms a strong foundation for lifelong personal and professional development.

The two steps of MBTI

MBTI Step I – insight into your personality type

In the first step, you determine your personality type and those of your team members. You discover your preferred style of thinking, working, and communicating, and how it relates to others.

The MBTI Step I classification distinguishes 16 personality types based on four dimensions:

Extraversion (E) – Introversion (I)
Where do you get your energy from?

Sensing (S) – Intuition (N)
What kind of information do you pay attention to?

Thinking (T) – Feeling (F)
How do you make decisions?

Judging (J) – Perceiving (P)
How do you deal with the world around you?

MBTI Step I is ideal for individual development, teamwork, and leadership, helping to transform differences into collaboration.

MBTI Step II – refined insight into your behavior and development

The second step builds upon the four dimensions of Step I. MBTI Step II explores five additional personality facets and provides an in-depth profile and development plan.

The result:

A comprehensive personality report;

Insight into your strengths and growth potential;

Concrete development actions applicable in coaching, teambuilding, and leadership.

This step is ideal for professionals and teams looking to refine, deepen, and anchor their collaboration.

What do you learn in the training?

In this practical session, you will learn step-by-step:

Understand personality differences in a simple yet sophisticated way;

Emphasize your individual strengths and learn to apply them purposefully;

Utilize a powerful tool for HR, leadership, and team challenges;

Access clear reports and questionnaires that support growth;

Map out concrete development actions to evolve sustainably.

MBTI does not make differences larger, but rather more understandable and workable — leading to greater respect, effectiveness, and collaboration.

Result

After this training, you will understand yourself and others better; improve communication and collaboration within your team; and build a strong, resilient organizational culture based on mutual understanding.

Would you like to discover how MBTI provides insight into personality, behavior, and collaboration?

Ready to get started with this in your team?

We would be happy to help you develop an approach that works in practice.

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Frequently Asked Questions

You may still have questions about how we work or what you can expect. Here, we answer the most important ones.

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What are the concrete practical results of this training?

Participants will approach their communication with others differently in the broadest sense of the word, even when situations become difficult or tense. They experience more calm and self-confidence, and have a better understanding of what to do instead of simply reacting to events. The difference lies in conscious action: not being at the mercy of the situation or the conversation, but engaging with it actively and curiously. The focus is on individual behavioral change, which has a visible impact on interactions with colleagues, employees, and clients. Participants often notice a difference during the training itself, which is then further reinforced through practical application.

Is this training adapted to our context and reality?

Yes. Content, methods, language, and cases are fully tailored to the organization’s context. Where necessary, I explicitly immerse myself in the sector, the role, or the workplace itself. Context determines how people communicate and make decisions, and therefore determines how a training program is designed.

Who is your training suitable for (and who is it not)?

Our training programs are suitable for anyone who works with people and is willing to examine their own behavior. They are less effective when participants are under heavy pressure to attend and show no willingness to open up. We address this explicitly.

How do you ensure that what is learned is applied in the workplace?

Transfer is central. We work on awareness and practice with real-life situations during the training, so that participants gain successful experiences. Where possible, we provide follow-up with participants and the client, and together we examine which contextual obstacles might hinder practical application.

How practical and interactive is the training?

The training always starts from the participants’ reality. We work with their own cases, combine reflection with practice and dialogue, and only introduce insights when they are needed. It is not a classroom-style transfer of theory or a PowerPoint-driven training.

How do you handle resistance or tension within the group?

Dealing with resistance is a core competency. We create safety and neutrality, name what is happening, and investigate the needs behind the resistance. We do not force anything, but create space so that participants can move forward again and take responsibility for their own learning process.

How much time does this require from our people?

We always start from what is feasible within the available time. There is no fixed format: we adapt to needs, context, and workload. Where meaningful and desirable, we supplement physical sessions with preparation, digital elements, or phased trajectories to use time efficiently.

What makes BrainTrain different from other providers?

We do not work with tricks or imposed behavior. We also look “below the waterline” at beliefs, fears, and automatic patterns that block new behavior. As a result, people dare and are able to apply what they have learned outside the training, in their actual work situation.

How do we evaluate or measure the impact of the training?

Impact becomes visible in behavior. We work with observations from the client and participants, targeted reflection questions, and feedback during the training. Satisfaction is a starting point, but more important is whether people feel confident enough to effectively apply the new behavior.

What follow-up steps are possible after the training?

Follow-up steps are always discussed with the client. This could be a debriefing on transfer, additional depth on specific themes, or individual coaching. The client decides what is desirable and feasible within their own context.

Ready to make a difference when it matters most?

We are happy to think along with you about your context, challenges, and objectives. Not a standard solution, but a targeted approach that works in practice.