Extraversion (E) or Introversion (I)
Where someone tends to direct and restore energy: through outward interaction or more inward reflection.
Assessment methodology
Know what sits behind a MyTeamBuilder Personality profile
A profile is easier to use responsibly when people understand how it was produced and where its limits are. MyTeamBuilder turns 36 answers into four preference letters, giving one of 16 practical workplace profiles.
36workplace questions
5 minutesto complete the assessment
4paired preference dimensions
16possible Personality profiles
Four groups of nine questions
Each group looks at a different preference
The pairs are not good-versus-bad scores. They offer language for tendencies that may be more or less useful in different circumstances.
Intuition (N) or Sensing (S)
How someone tends to take in information: through possibilities and patterns or through specifics and direct experience.
Thinking (T) or Feeling (F)
What someone may emphasise in decisions: logical consistency or the effect on people and values.
Judging (J) or Perceiving (P)
How someone may prefer to organise work: through structure and closure or through flexibility and keeping options open.
Plain-language scoring
Nine choices determine each letter
The live assessment applies the same threshold independently to each dimension.
How each pair is calculated
Each answer in a dimension is scored 0 or 1. With nine questions, there is no tied midpoint.
- Five or more 1 scores select E, N, T or J for the corresponding group.
- Four or fewer select the paired alternative: I, S, F or P.
- The four selected letters are combined in dimension order to produce one of 16 profiles.
The 16 profile guides
Read a general pattern without turning it into a label
Each guide is a starting point. The person should decide which parts help explain their experience and which do not.
Use and limits
Use a profile to improve a conversation, not close one down
The assessment is designed to give people a shared vocabulary for practical workplace reflection.
Useful starting points
Understanding communication preferences, preparing difficult feedback, improving a 1:1, recognising different decision-making styles, discussing team composition and agreeing how colleagues will work together.
What the profile should not do
It is not a clinical or diagnostic instrument, a predictor of future behaviour, or a decision tool for hiring, promotion, performance, capability or mental health. It should not replace evidence, context or a conversation with the person.
From individual profiles to a team view
Team dynamics combines completed profiles
Where permissions allow, completed Personality profiles can contribute to Team dynamics. That shared view helps a team discuss its likely mix of communication, information, decision and structure preferences.
Team dynamics is derived from assessment profiles. It is different from Organisation Insights, which uses anonymised coaching themes and mood signals from eligible Coaching-seat use. Neither feature gives managers a live view of behaviour.
Assessment access and coaching access stay separate
A person can complete the assessment through a unique organisation-issued link, receive their profile and contribute to permitted Team dynamics without logging in. That Assessment access does not include Bilee or authenticated coaching tools.
An Organisation Admin can separately assign a Coaching seat when someone needs private, always-on Bilee support, and change that access later.
Privacy boundary
A profile can support discussion without exposing private coaching
Individual coaching is 100% confidential. Organisation Insights are anonymised; no individual messages are visible to Organisation Admins or Team Leads.
Read more about data handling and feature boundaries in Trust and Security and the Privacy policy.