Decoding Gen Z: What does MBTI say about Gen Z?

Gen Z has received a lot of attention and mixed opinions. According to a Resume Builder survey of more than 1,000 managers and businesses, 74% perceive Gen Z as “more difficult to work with than other generations,” and 65% cite the top reason for firing this “snowflake generation” as being too easily offended. However, these numbers cannot cover all nuances of Gen Z and what they bring to the table for driving business growth.

Estimated to make up roughly 27-30% of the global workforce in 2025, Gen Z (born between 1997 and 2012) is the key to unlocking new talent opportunities.

Unlike their older cohorts, Gen Z is shaped by pragmatism and idealism, balancing aspirations for career fulfilment with concerns about economic uncertainty. This makes them fast-paced learners, constantly looking for new opportunities and broadening skill sets for career growth.

Gen Z also has a strong sense of self-discovery, which drives them toward a personality framework like the Myers-Briggs Type Indicator (MBTI) to navigate career paths, workplace dynamics, and relationships.

This blog article will decode Gen Z’s mindset through the lens of MBTI for an easy understanding of how businesses can harness this generation’s full potential for sustainable growth.

The MBTI craze

What is MBTI?

The Myers-Briggs Type Indicator (MBTI), a psychometric tool based on Carl Gustav Jung’s personality theory, was developed by Katherin Cook Briggs and Isabel Briggs Myers to assist in fitting a person to a job and vice versa.

It suggests that most people have an innate preference for one side of the four dichotomies. This preference best describes their natural way of doing things, where they feel the most comfortable being themselves, beyond any roles they take in life.

Here are the 4 preference pairs:

Extraversion (E) – Introversion (I): how you direct and receive energy.

Sensing (S) – Intuition (N): your perceiving mental processes for taking in information.

Thinking (T) – Feeling (F): your judging mental processes for decision-making.

Judging (J) – Perceiving (P): how you engage with the world and the behaviour others notice.

These preferences do not work in isolation from one another. The combination of letters from each preference pair will form 16 personality types, each with its own unique characteristics. These types offer insights into people’s strengths and opportunities for personal growth and development.

Key drivers of MBTI’s popularity especially among Gen Zers

Despite debates over the validity of MBTI, Gen Z’s fascination with this personality test is undeniable. From social media bios to online communities, the four-letter code has become a common language for this generation.

Self-discovery may be the first reason. As Gen Z grows up in an era of technological advancement, social upheaval, and heightened expectations from previous generations, they often struggle with an identity crisis. A structured approach and detailed personality profile like the MBTI is a straightforward path for self-discovery. MBTI simplifies Gen Z’s journey of understanding themselves and the surrounding world by providing insights into tendencies, preferences, strengths, and weaknesses.

Another reason is MBTI’s affirming descriptions. Like it or not, MBTI has a way of drawing people with its clever language – choosing polished, positive, reassuring, and euphemistic words.

However, its pull on Gen Z might be more potent than gravity. Given that this generation is often caught in the toxic cycle of peer pressure and self-comparison, MBTI’s flattering and affirming language gives them a sense of validation and self-recognition. From a positive standpoint, this is like a soothing remedy that helps Gen Z remain calm and confident in themselves and continue their journey.

The digital landscape also drives this MBTI craze. The dominance of social media and online forums has made MBTI resources easily accessible and widely shared. With MBTI’s widespread availability on digital platforms, Gen Z, true trendsetters, quickly picked up on this trend.

They create a virtual space for sharing, discussing personality types, and connecting with others sharing similar traits. This online exchange allows MBTI to thrive in an environment where instant information and community validation are valued.

Decoding Gen Z’s MBTI personality types

Analysts

Analysts include personality types: INTJ (Architects), INTP (Logicians), ENTJ (Commanders), and ENTP (Debaters).

Strengths: Gen Zers with the Analyst personality types are known for their innate rationality, relying on logic rather than emotions to make decisions. Analysts also have independent minds and a strong self-learning drive. They prefer working things out by themselves instead of following others’ footsteps.

Weaknesses: Analysts typically avoid small talk with random people. As a result, they are often seen as unapproachable or antisocial.

Diplomats

Diplomats include personality types: INFJ (Advocates), INFP (Mediators), ENFJ (Protagonists), and ENFP (Campaigners).

Strengths: Unlike Analysts, Diplomats are known for their empathy, altruism, compassion, and understanding. These Gen Zs prioritise connection and cooperation, acting as a bridge that fosters engagement in a multigenerational workplace. As Diplomats lean more toward emotions; they can bring a fresh wave of creative ideas and solutions to complex problems.

Weaknesses: The “snowflake” tag may be used to describe these types. The downside of opening hearts is being vulnerable to inconsiderate people and critical feedback. Moreover, their creative minds are sometimes whimsical, dragging them from their ideas’ practicality.

Sentinels

Sentinels include personality types: ISTJ (Logisticians), ISFJ (Defenders), ESTJ (Executives), and ESFJ (Consuls).

Strengths: Sentinels stand out with their consistency and resilience toward their jobs. These people refuse to leave their work incomplete, even the most tedious or rote one. Unlike the stereotypes of Gen Z being rule-breakers, Sentinelled Gen Zs prefer and thrive in environments with clear hierarchies and rules.

Weaknesses: Flexibility and innovation can be challenging for these types, as they often rely on established guidelines and routines. This hinders their abilities to embrace novel ideas and seize opportunities to advance in their careers. Besides, for less experienced Sentinelled Gen Zs, unexpected risks that fall outside their prepared plan can make them overwhelmed and unsteady.

Explorers

Explorers include personality types: ISTP (Virtuosos), ISFP (Adventurer), ESTP (Entrepreneurs), and ESFP (Entertainers).

Strengths: Explorers are real “elastic heroes.” Their flexibility and ability to think on their feet allow them to adapt quickly to fast-changing environments and unexpected challenges. These people are also known for their social ingenuity, which enables them to effortlessly connect with other people.

Weaknesses: Gen Z Explorers are spontaneous and have impulsive energy. In workplace settings, they may struggle with routine and monotonous tasks, which can affect their productivity and performance.

The above highlights the key traits of each role group, providing an overview of their strengths and weaknesses. However, it is just one piece of the puzzle. Truly understanding Gen Z requires leaders to ditch stereotypes, leverage a more systemic approach to embrace Gen Z’s dynamic nature and tune into their needs on a deeper level.

Should leaders rely entirely on MBTI tests to manage Gen Z?

The short answer is no. These tests, as previously mentioned, are not scientifically proven. They should be taken with caution and, in addition, with other, more rigorous evaluation methods, such as psychometric assessments and interviews.

Check out our most-read article, Why the MBTI Personality Test Is as Useful as Astrology, for more details.

Results from MBTI tests can be a starting point for leaders in identifying common traits in each Gen Z group, which can then be used as a reference (and should be cross-checked intensively) for recruitment, developmental programs, and conflict resolution.

For example, Gen Z individuals with Diplomats traits may appreciate a collaborative and empathic approach, while Analysts prefer direct and logical communication. However, leaders should validate these assumptions before making any changes. A simple inquiry would be appropriate to know each member’s preferred communication style.

Leaders can assign tasks and form a team based on members’ strengths and weaknesses. For instance, pairing Diplomats and Analysts can ensure an idea’s creativity and practicality. However, the key is considering skills, experiences, and growth potential to ensure effective team performance.

Final words

MBTI tests are fun but their validity is still under debate. However, keep in mind that there is not a comprehensive one-size-fits-all playbook that captures the complexity of Gen Z’s multifaceted nature. The misuse of MBTI or any other personality assessments can amplify stereotypes, hinder one’s career growth, and result in leaders overlooking talents.

The key takeaway is that MBTI is just the first step in understanding Gen Z and uncovering their potential. Only by going beyond labels and generalisations can leaders genuinely listen to Gen Z, adapt their management strategies, and build a strong connection with them.

Interested in learning more about people intelligence and recruiting talents based on concrete insights, not gut feelings? Check out Great People Inside, a cloud-based psychometric assessment platform that allows you to dive into each individual’s strengths, weaknesses, and potential. Download the brochure and start building your dream team today!