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MBTI Remote worker types

Welcome to our 16 remote worker personality types

When coaching and mentoring are more important than ever, it is increasingly difficult to do so effectively. Throw the turmoil of a remote/hybrid/ asynchronous environment in and things become much more challenging.

So, what makes a good coach? Here are the key coach skills sets in our opinion; being able to:

  • Create an atmosphere of trust.
  • Hold leaders more accountable for driving the organization’s mission and values.
  • Improve the effectiveness of leadership development.
  • Enable teamwork and collaboration.
  • Coach leaders to actively foster employee engagement.

Coaching Remote Teams

To make the most of coaching remote teams leverage coaching check-ins to discuss development opportunities and career advancement. Also, provide coaching feedback tips and checklists for managers.

16 remote worker personality types

The shift to remote work has given many of us a new perspective on how we do our jobs. Without the context of a shared workspace or the rhythm of a typical office day, our own personalities are having far more of a say in our performance.

It follows, then, that the best way to maximize our output in a WFH environment is to better know our personalities—and those of our dispersed colleagues.

An efficient (and intriguing) way to manage this personality wrangling is via the tried-and-tested Myers-Briggs Type Indicator (MBTI). Generally regarded as one of the most accurate personality tests out there, the MBTI is widely applied within the business world, with 89 of the Fortune 100 companies utilizing it.


Based on Carl Jung’s Theory of Psychological Types, the MBTI is a self-reported personality survey that has been around in various shapes and forms since the 1940s. Respondents answer a series of simple questions about their feelings and preferences, eventually aligning with one of 16 personality types.

Each of these types is identified by four letters, starting with an E or an I (for extrovert/introvert) followed by S or N (sensibility/intuition), T or F (thinking/feeling), and finally a J or a P (judgment/perception). Each type also has a descriptor, e.g., “the analyst,” to further characterize the personality type in action.

Once you know your team members’ types, the thinking goes, you can better assign them to projects which match their preferences, proficiency, and proclivities. You can also communicate more effectively if you have a better idea of how people process information.

remote worker personality types


Who they are: ISTJ’s are dutiful doers who appreciate clarity, love routines, and believe in values like honor, hard work, and social responsibility. They’re quiet, reserved, and reliable. The Queen of England is an archetypal ISTJ.

How to work with them: This personality type is incredibly well organized, which is a major asset in a remote working environment. They don’t need much management or checking up on, just email them a to-do list at the start of the week, and you can trust them to quietly get on with it. They’d also be the perfect type to organize and streamline any shared space online, from Dropbox to Google Docs.

remote team personality types


Who they are: principled creatives who are quietly forceful but also intuitive about people and concerned about their colleagues’ feelings. They tend to be deep thinkers with bags of ideas.

How to work with them: The entire hiring process is considerably more difficult in a remote world, but Advocates can be an ace up your sleeve. They tend to be excellent judges of character, so it would be a major asset to have them sit in on virtual interviews. Just don’t put them centerstage in any Zoom meetings if you can avoid it: They don’t thrive on attention, and work far better behind the scenes.


Who they are: INTJ’s are perfectionist innovators who are comfortable alone and thrive in a remote work environment. People with this personality type are natural problem solvers who are great at taking an idea and turning it into a plan of action. They’re a dual threat: skilled at both intuitive and practical thinking.

How to work with them: This group is usually more comfortable communicating by text, so they’ll often need to be nudged into picking up the phone or jumping on a Zoom call when it’s more beneficial. They’re extremely deadline-focused, but there’s also a danger they can rush to hasty decisions, particularly without colleagues nearby to check their impulses. Sometimes INTJs need to be reminded to stop for a second, take their time, and let ideas germinate, rather than just rushing straight at them.

remote worker personality types


Who they are: ISFJ’s are the most extroverted of the introverts, ISFJs prioritize harmony and co-operation, have a strong work ethic, and are sensitive to colleagues’ wishes and feelings. But there is steel behind their zeal: They tend to be extremely conscientious workers who are natural managers, capable of keeping remote teams bonded and happy.

How to work with them: ISFJs display incredible attention to detail, so they’re great for checking over others’ work, editing shared documents, or looking over pitches and proposals at the final stage. They’re also very good at following rules and inspiring others to do the same, so put them in charge of any time tracking software you use—and watch them increase the efficiency of the entire team.


Who they are: ISTP’s are direct, to-the-point characters who are loyal to their peers but not overly concerned with laws and rules. ISTPs are the most unpredictable of the 16 personality types, because they’re typically rational and logical, but can also be enthusiastic and spontaneous.

How to work with them: Virtuosos will likely feel the impact of missed day-to-day interactions with their teams most of all, so they’ll benefit from scheduled one-on-one digital meetings to maintain drive and focus. “ISTPs tend to excel at troubleshooting, so in a remote work environment they can be a major tech asset,” says Peacock. “They’re very good at test driving new tools and navigating software, but they also lose focus easily. They’re the team member most likely to turn off their camera in a meeting, open another window, and start surfing the net—so they do need to be managed.

remote team personality types


Who they are: ISFP’s are sensitive doers who thrive when creating for others. Adventurers are warm, approachable, friendly, and averse to confrontation. They also see the value of exploring new things and discovering new experiences.

How to work with them: This group likes to live in the moment and can become completely wrapped up in their work. Working from home and without colleagues physically monitoring them, they can burn out quite easily, so need to be reminded to take an hour for lunch and finish the working day at a reasonable time. Their energy is an asset, but it sometimes needs to be harnessed and directed in the right direction by others.

remote worker personality types


Who they are: Laid-back idea-people with a well-developed value system, INFPs can often get lost in their imaginations and daydreams. While they bring intensity and enthusiasm to projects, they often find it challenging to sustain their excitement for long periods of time.

How to work with them: This type tends to have very deep-seated values, which can cause problems because frustrations can stew when they’re offended. This is amplified when working remotely as grievances can linger for longer, so managers need to encourage them to get any concerns out into the open. Otherwise, the key to getting the best out of this group is to encourage and reinforce meaning in their work. In other words, if their projects align with their values, this group can be an unstoppable force.


Who they are: INTP’s are renegade problem solvers who love patterns, are quick to notice discrepancies, and cherish competence and logic. They thrive off being alone and will enjoy lockdown more than any other type. Albert Einstein is the archetypal INTP.

How to work with them: This type really needs to be given the freedom to do things in an original way, and to be listened to, because they come up with the smartest solutions.

Their weak spot is that they often neglect to share decisions and solutions, and that trait can become even more pronounced when working from homeIf there’s an INTP on your team, encourage them to use shared documents and software as much as possible. A tool like Confluence, for example, would be ideal.

remote team personality types


Who they are: ESTP’s are risk-takers who thrive on solving big problems at a fast pace. They’re passionate about their pursuits but can also get impatient with longer-term projects as they suffer from short attention spans. Entrepreneurs can be a major asset to any team, but they can also be hard to manage because they’re not particularly respectful of rules.

How to work with them: The solution here is simple—keep things fun and keep them moving fast. This personality type is classically impatient, so give them a day’s worth of tasks in a project tool rather than any long-term targets. They’re also often very good at firefighting because the thrill of the moment is exciting to them. As a general rule, Entrepreneurs are great at thinking outside the box, so don’t put them inside one by stifling their creativity.”


Who they are: ESFP’s are the life and soul of the workplace, this personality type likes to show up and show off. They’re energetic, enthusiastic, and natural performers who often end up in creative or artistic professions. But while they love the spotlight, they’re also sympathetic, warm, and generous.

How to work with them: Entertainers need to be given time to sparkle in front of others, so remote working can drain them. Wherever possible, get them involved in videos, voiceovers, podcasts, or any project that involves creative performance. They’ll also be superb in remote pitches, as they’ll bring a persuasive energy which could otherwise be lacking via computer screen.

remote team personality types


Who they are: ENFP’s are perceptive people-pleasers who love to experiment and explore. Campaigners have a strong, intuitive nature and like to be around others, operating from feelings above logic. Crucially, they are motivated more by heartfelt goals than by money.

How to work with them: This group excels at both idea-generation and collaborative projects, so they’d be a major asset in brainstorming sessions and any big picture thinking. Their weakness is that they’re not the best starter-finishers, so deadlines can be an issue. That can be exacerbated when working remotely when they don’t always see messages or respond quickly enough to colleagues. As a result, they often need gently managing in order to realize their high creative value.


Who they are: ENTP’s are charismatic intellectuals who enjoy pulling strings. Many CEOs slot into this group. This personality type is logical, rational, and objective but needs constant mental stimulation. Often leaders and managers, they prefer to focus on big ideas and resist repetitive tasks and routines.

How to work with them: Predictably, Debaters are very good at debating, so play to their strengths. This group tends to be great on new ideas and products, as well as bigger discussions about how to move the business forward. They’re also adept at impressing clients and pitching for new business, so you want them on any game-changing Zoom calls. You just might need to remind them to mute themselves occasionally. Since, if unchecked, they may dominate conversation.

remote worker personality types


Who they are: Also nicknamed The Guardian, this type is made up of pragmatic decision-makers. ESTJ’s tend to be traditional, organized, hard-working, methodical, and loyal. If your business was a sports team, they’d be the veteran captain.

How to work with them: This group loves to organize themselves, other people, and the world around them, which can be an asset but can also come across as bossy and aggressive. In particular, when they’re dishing out instructions without any face-to-face contact. They often need to be reminded to be tactful with others, particularly in an environment where they’re primarily communicating via email or messaging apps, leaving their sentences open to greater interpretation.

remote team personality types


Who they are: ESFJ’s are nurturing caregivers who thrive on serving the collective. This group are sociable, kind, and considerate—and will typically put others’ needs first. They’ll be the ones messaging colleagues directly to check on their well-being, while trying to organize online quizzes and virtual happy hours.

How to work with them: This is the personality type who makes the best project managers, because people love working for them. They’re organized, as well as thoughtful, so are ideal for bringing projects together on time. Thanks to their caring, patient nature, they’d also be a strong choice for remote onboarding new starters.

remote worker personality types


Who they are: ENFJ’s are another group of natural leaders. However, unlike their ENTP colleagues, this cadre is driven more by intuition and feelings than logic and rationality. If they’re managers, they’re the inspirational type: extremely driven but also extremely empathetic to the needs of those around them. Both Abraham Lincoln and Barack Obama are classic ENFJs.

How to work with them: People-focused diplomats, this group tends to forget their own needs in favor of the greater good, and that can sometimes be detrimental. Not just in terms of burnout, but also when completing their own tasks. However, with this group, the positives vastly outweigh any negatives.

It’s always a good idea to have Protagonists lead group discussions, even if they’re not in a leadership role because they excel at it. They should be your go-to Zoom meeting host. At the heart of any situation involving discussion, consensus, and the bringing together of people and ideas.

remote team personality types


Who they are: ENTJ’s are logical planners who love breaking down boundaries and identifying solutions. They value knowledge and have little patience with inefficiency. Above all, they are about goal-setting, structure, and organization. They are generally charismatic and confident and can motivate others behind a common goal.

How to work with them: This type naturally likes big pictures and big decisions, and that can create problems when working from home. They don’t always see the finer details when implementing plans. In a remote working environment, that puts them at greater risk of pushing through decisions without properly taking in the views of others. To truly excel, ENTJs need to remember the necessary balance between directing and consulting.

This article originally appeared on Atlassian’s blog and is reprinted with permission.

remote worker personality types

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remote team personality types

Remote Teams Personality Differences

Hybrid working is becoming part of the new normal. Hence we have developed our wfh personas based upon individual personality differences. We have also developed a digital leader assessment based upon our remote leadership model 2021.

Remote Worker Personality Differences

Are introverts better suited to wfh?

Some research findings suggest extroverts may dislike remote work more than introverted personalities.

Extroverts can gain energy from team interaction. Whereas, introverts may find video calls chiefly due to being firstly, the camera’s sole focus. Secondly,having to speak-up more frequently in group chats.

Personality differences are apparent in the introverts’ typical preference for reducing outside stimulation. Whereas, the extravert’s need for social connection and other people’s energy used to make the buzz of a busy office an ideal working environment.

In a hybrid working set-up, this has been replaced by Zoom drinks, sharing playlists and exercising together via a Strava club. Or even by offering a ‘brainstorm hour’ for more sociable staff to bounce ideas off each other.

Certainly if managers made this compulsory for introverts then the whole idea of restorative niches falls down. Where possible getting away from Zoom will reduce the Zoom fatigue which can affect both introverts and extroverts alike.

In summary, a balance of introversion and extroversion qualities may be a productivity sweet spot.

Remote working personality differences

Transitioning to wfh usually comes more easily to people who are naturally more organised and self-disciplined.

Still, few virtual teams can achieve their full productivity potential in stressful times. And that includes remote teams of highly-experienced remote-workers.

Certain personalities adapt better to the new world of remote work than others. Whereas,other personalities have to make more effort than others.

Remote worker personality differences

How to tackle wfh procrastination

Those who have a lower frustration tolerance are much more likely to procrastinate. Unless you turn off your broadband, or close all your browser windows, there will always be plenty of online distractions. Each of us is only ever a few seconds away from buying, listening or researching something new and exciting!

Typically, remote workers with higher frustration tolerances have more conscientious personalities. Still if that doesn’t sound like you – don’t be disheartened if some of your colleagues are adapting more easily than you. Each will have their own wfh challenges.

We recommend that less conscientious remote workers learn to tame their impulsive nature. It is possible to raise your frustration tolerance in this way. To train yourself not to get distracted as soon there is a challenging task to do next. An uncomfortable call. Or even a team meeting involving someone you don’t like.

Remote working personality differences

Create work boundaries

The most productive remote workers set boundaries and delineate work from leisure. Such domain specificity helps to calibrate behaviour.

  • For instance, you handle tasks a certain way in your office; the same goes for when you get back home.
  • These approaches are likely different, since you take on different role identities in each separate environment.
  • But when work and personal matters are occurring in the same space, there are no cues for you to behave the way you do at work while you are outside your physical office.
  • They’re better at what are called micro-transitions between tasks and environments.
  • What matters is getting in the habit of practicing creating those hard lines.
  • You must set another boundary the moment you get back to work for a specific amount of time, or tackle a specific task uninterrupted.

Remote worker personality differences

How to stay productive when wfh

Weaker cues and lower accountability may make procrastination more likely at home. Whereas, office environments have stronger contextual expectations. Hence, it’s easier to dismiss unpleasant tasks. When there’s a task on your plate you don’t want to dive into.

For example: dress codes and common commuting ‘patterns’. Hence, similar arrival times, a cultural ‘working late’ cut-off times – and even ‘cultual norms for’ non-work time (informal catch-ups on pet projects, chatting, getting the coffees in,socialising after work etc).

Maintaining your energy levels

The way in which people derive their energy could be a factor in remote productivity.

Remote worker personality differences

  • Highly social, extroverted people may have a more difficult time working from home without all the office’s socialising
  • Those who rely on their social environment to enjoy their jobs, stave off monotony and keep up motivation may find themselves disadvantaged, he adds.

The Big 5’s Openness personality differences

High Openness: Individuals who are high in Openness seek out innovation and change. They’re the ones who will find inspiration from the switch to remote work. They will be curious about new procedures and wonder about outcomes. Seek their feedback. The changed perspective of switching to a distributed workforce can inspire them to generate ideas and enjoy what is essentially a mental refresh.

Low Openness: Folks who are low in Openness are having a harder time this month. They prefer the tried-and-tested, so there’s value in maintaining workday routines. If you have an all-hands staff meeting every Friday morning at 10:00, hold the same meeting remotely at the same time. A lack of physical proximity doesn’t mean that workers should slip into communication isolation. Methods to set a virtual meeting should be easy and widely understood, as should the ability to solicit feedback or ask a question.

The Big 5’s Conscientiousness personality differences

High Conscientiousness: Individuals who are high in Conscientiousness keep up with deadlines, pride themselves on producing error-free work, and have high expectations of themselves and others. When left behind closed doors, these High C workers will continue to self-police. Be aware that a downside of high Conscientiousness is perfectionism. When unobserved, these members of your team are prone to obsessing over details. They may need more short-term deadlines than usual to keep them moving along.

Low Conscientiousness: Meanwhile, these employees may be discovering that no one quite knows if they’re starting work later than usual or have lost focus. You can’t maintain eyes on everyone all the time, and you shouldn’t try to do so. Encourage regular dialogue on a messaging platform, and consider having more frequent but shorter meetings distributed across the workday. But don’t forget to treat people like grownups — try worrying less these days about butts in seats and more about getting the work done. Some thinkers do well working at odd hours and in unconventional ways. Let that flow happen.

The Big 5’s Extraversion personality differences

High Extraversion: These people tend to be high in energy, and they like the stimulation of a shared workplace. Consider allowing low-risk personnel to work in pairs if they wish. Suggest that your team members vary where they set up their workspace to provide some variety, including backyards and balconies. Spontaneous one-on-ones and team meetings should continue via your preferred platform. Allow time for a bit of small talk after everyone dials in. It’s the social connections and water-cooler talk that have gone missing, and many are likely craving those old familiar connections.

Low Extraversion: Some joke that the age of global pandemics means that the shy and reclusive people of the world are winning. All jokes aside, people who are lower in Extraversion tend to be more risk-averse, so the current global state may be producing stress in these individuals. While you can’t claim to predict the future in a world of unknowns, you can help bring stability to the workforce. Communicate daily plans. Send your team “How’s it going?” messages. And consider reminding workers of the value of self-care.

The Big 5’s Agreeableness personality trait differences

High Agreeableness: Being high in Agreeableness means that one is plugged into other people and motivated to help, guide, and support others. In uncertain times, those team members will be concerned about colleagues and the community. Advise these employees to limit the news they consume during the workday, lest their own mental health take a series of hits. Appreciate the value of comic relief, and think about team spirit. Encourage your workforce to post lighthearted content if they wish. When lives are disrupted, everyone can use a laugh.

Low Agreeableness: Remote communication can be misinterpreted more easily than face-to-face exchanges. Humorous intent can be hard to discern from written text, even with the benefit of emojis. People can start and stop communication on online platforms, unlike in-person discussion. Individuals who are low in Agreeableness are less inclined to give others the benefit of the doubt and may be prone to disagreements. Video chat formats can help. Daily team meetings, even just for everyone to check in, may help bring concerns to light.

The Big 5’s Emotional Stability personality trait differences

High Emotional Stability: People who are high in Emotional Stability are well suited to dealing with bad news. Their own moods remain fairly steady and they don’t shut down when the going gets tough. This is an asset when you need folks to be the “calm in the storm.” They are a good match for providing reassuring communication to others. While others might repeat “I’m so stressed,” these are the employees apt to say “It’s going to be alright.”.

Low Emotional Stability: People who are lower here are more reactive. Do what you can to clear out some extra space for their wellness. An unexpected office shutdown is not the time to deliver employee feedback, for example, or push deadlines forward. Delay introducing staff to a new challenge, like taking on an added role or implementing a new policy. Keep it steady, and use ongoing communication to reassure your workers as much as you can.

Remote working personality differences

Remote Jobs Guide

Lifestyle vlogger

  • Create on-demand or livestreamed video content focused on their day-to-day life.
  • Earning money from partnerships and ad revenues. 

Events coordinator

  • With more events going online due to the pandemic, so too are their organizers.
  • Managing, planning and executing events
  • Earn up to £60,000. 

Shoutcaster ­

  • Approx 500 people shoutcasters commentate on esports matches.
  • Earn from contracts and direct donations. 

Channel editor

  • Content creators contract people to create / edit video content for their online channel(s).
  • Platforms such as Twitch, Mixer, Facebook and YouTube. 

Digital asset creator

  • Creating digital assets for virtual worlds.
  • Approx 40,000 people.
  • Earning money through direct sales / commissions. 

Virtual Jobs from home

Indie game developer

  • Approx 40,000 people developing games for independent digital distribution.
  • Especially those crowdfunded on platforms (Kickstarter, Patreon). 


  • Playing a video games onTwitch.
  • Earn from platform partnerships, viewer subscriptions, ads etc. 

Virtual Jobs from home

Content manager

  • Curating, managing and organizing online content.
  • For a community, organization, website or platform . 

Community manager

  • Approx 400,000 community managers.
  • Building / managing brand’s online communities.
  • Such as responding to users on Twitter (on their brand’s behalf). 

Skin designer

  • Designers of “skins” creates graphics / audio to changing character appearances
  • Upto £50K earnings per skin.


Virtual Jobs from home

Builds video game modifications, incl. questlines, maps, characters and skins. 


  • Collecting items in-game, then selling these to other players.
  • For example useful and/or rare money items, weapons, clothes, and furniture etc.

Esports player

  • Approx. 100,000 income-earning esports players worldwide.
  • Collect tournament winnings and sponsorships.
  • Upto $3 million annual income possible. 

Social Media Influencer ­

  • Approx. 800,000 globally
  • The more highly paid virtual roles.
  • Create content and build a personal brand around their own lifestyle.
  • Earnings are from their partnerships with brands, who use them to market products or services. 

Esports coach

  • Often retired professional players.
  • Earning up to £100,000 a year.
  • Advise and organize team training sessions – for a cut of any prize money. 

Esports partnership manager ­

  • Approx 800 esports partnership managers.
  • Manage sponsorships and brand partnerships.
  • Sell sponsorship deals and secure brand partnerships for events, teams and leagues. 

Virtual Jobs from home

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