Myers-Briggs Session - Ice Breaker Game
๐ฏ Quick Summary
Team members share and discuss their Myers-Briggs personality types to understand work styles and improve collaboration.
โ Why This Ice Breaker Game Works
- โขThis ice breaker has been used by 1,313 teams worldwide
- โขRated 4.7/5.0 by 136 facilitators who used this icebreaker game
- โขPerfect ice breaker for: Team Building, Deep Talk
๐ How to Play Myers-Briggs Session Ice Breaker (Step-by-Step)
Step 1: Pre-Work & Introduction
10 min๐ฌ Say This:
"Welcome to our Myers-Briggs Session! I hope you all had a chance to complete the assessment I sent. Today, we're going to explore what your four-letter personality type reveals about how you work, communicate, and collaborate. There are no 'good' or 'bad' types - just different ways of being. Let's start by going around and sharing your type. I'll go first: I'm an [your type]. Who wants to share next?"
๐ What to Do:
- 1.Send MBTI assessment link to team 3-5 days before the session (free versions: 16personalities.com or similar)
- 2.Ask everyone to bring their results to the meeting
- 3.At the start, briefly explain MBTI: 4 dimensions (E/I, S/N, T/F, J/P) = 16 types
- 4.Go around and have everyone share their four-letter type
- 5.Create a visual: write types on a board or shared doc so everyone can see the team's distribution
- 6.Ask: 'Were you surprised by your results?' 'Did anything resonate?'
๐ก Pro Tips:
- โขSome people may not have completed the assessment - have backup links ready or let them estimate their type
- โขEmphasize: MBTI is a framework, not a box. 'You're not limited by your type - it's a starting point for self-awareness.'
- โขNotice the team's distribution: 'We have mostly Introverts - how does that shape our meetings?' or 'Lots of Perceivers - we're flexible but maybe struggle with deadlines?'
- โขFor virtual sessions, use a poll or shared spreadsheet to collect types visually
- โขPrepare a one-slide summary of what each letter means if people are unfamiliar
- โขShare your own type first to model vulnerability
Step 2: Explore Dimensions & Activities
35 min๐ฌ Say This:
"Now let's dig deeper. I'm going to explain what each letter in your type means, and we'll do a quick exercise to show how personality types influence behavior. This isn't about putting you in a box - it's about understanding where you naturally operate and how to work better with people who are different from you."
๐ What to Do:
- 1.Break down each dimension with examples:
- 2. - E (Extravert) vs I (Introvert): Energy from people vs. alone time
- 3. - S (Sensing) vs N (Intuition): Focus on facts vs. possibilities
- 4. - T (Thinking) vs F (Feeling): Decisions by logic vs. values
- 5. - J (Judging) vs P (Perceiving): Prefer structure vs. flexibility
- 6.After explaining, do the MBTI Numbers Exercise:
- 7. - Write numbers 1-9 on a board
- 8. - Ask 'Which numbers are highest?' (Ss will say 7, 8, 9; Ns might say 9 is highest 'in relation to the others')
- 9. - This shows S/N differences in perception (concrete vs. relational)
- 10.Discuss: 'How did your type influence how you answered?'
- 11.Optional: Do type-based breakouts - group all ISTJs, all ENFPs, etc. - and have them discuss 'What's it like being our type on this team?'
๐ก Pro Tips:
- โขThe MBTI Numbers Exercise is brilliant for showing frameworks in action - use it!
- โขWatch for type behaviors during the activity: Extraverts talking aloud, Js wanting to complete the exercise even when you ask them to stop, NTs getting competitive
- โขPoint out these behaviors in real-time: 'See? The ENTPs are already trying to bend the rules!'
- โขAvoid stereotypes: 'Introverts aren't all shy, Feelers aren't all emotional, etc.'
- โขGreat discussion questions: 'Who do you clash with on the team and why might your types contribute?' 'What types do we lack and how does that affect our work?'
- โขIf time allows, have pairs of opposite types (ISTJ & ENFP) discuss how they approach the same task differently
Step 3: Application & Reflection
15 min๐ฌ Say This:
"So, how can we use this? Understanding personality types isn't about excuses ('I'm a P, so I'm always late!') - it's about awareness. How can knowing your type and others' types improve how we work together? What's one thing you learned today that will change how you collaborate?"
๐ What to Do:
- 1.Ask: 'What's one insight about yourself from your type?'
- 2.Discuss practical applications: 'How can we structure meetings to honor both E and I needs?' 'How can Js and Ps work together on deadlines?'
- 3.Invite teams to share strategies: 'What adjustments can we make based on our types?'
- 4.Address misconceptions: 'Your type isn't an excuse - it's a tool for growth'
- 5.Optional: create a team 'type map' - visual showing everyone's types for reference
- 6.End with: 'What's one thing you'll do differently now that you understand types better?'
๐ก Pro Tips:
- โขReal value: teams that understand type differences communicate better and reduce conflict
- โขGreat reflection: 'Knowing I'm an INTJ helps me realize I need to ask for others' input more - I default to solving problems alone'
- โขEncourage compassion: 'Your ESFP coworker isn't disorganized - they thrive on spontaneity. Help them with structure without judgment.'
- โขFollow-up idea: share type descriptions with the team and revisit in future meetings when conflicts arise
- โขFor ongoing teams, reference types in retrospectives: 'How did our type diversity help/hurt this project?'
- โขEnd on empowerment: 'You're not limited by your type - but knowing it helps you grow intentionally'
โ ๏ธ Common Questions (Avoid Problems)
Q: What if someone doesn't believe in personality tests or thinks MBTI is unscientific?
A: Acknowledge that MBTI has critics and isn't a hard science - it's a framework, not a diagnosis. Say: 'Think of it as a conversation starter, not a label. Whether or not it's 'accurate,' discussing preferences and work styles is valuable.' Focus on the team insights rather than defending the test itself. If someone's uncomfortable, let them opt out of sharing their type.
Q: What if two people have the same type but are totally different?
A: Perfect teaching moment! MBTI measures preferences, not behaviors. Say: 'Two INTJs might both prefer logic and structure, but one might be more social or creative based on other factors. Types are starting points, not destinies.' Emphasize: individual differences exist within every type. The framework shows tendencies, not absolutes.
Q: How do we prevent people from using their type as an excuse ('I'm a P, so I can't meet deadlines!')?
A: Set the tone early: 'Your type explains tendencies, but doesn't excuse behavior. Knowing you're a P means you understand you need systems to meet deadlines, not that you're off the hook.' Frame MBTI as a tool for self-awareness and growth, not justification. Ask: 'How can understanding your type help you develop skills outside your comfort zone?'
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