Empathy Through the MBTI Lens: A Manager's Guide

What Is the 'Empathy' Talent?

In the Gallup framework, Empathy® is a Relationship Building theme. People with this talent possess an intuitive ability to sense the emotions of those around them.

It's often described as a "sixth sense." You can walk into a meeting and physically feel tension, excitement, or hesitation in the room before a single word is spoken. You hear unvoiced questions. You anticipate needs. To people with Empathy, emotions are not just abstract concepts — they're tangible data points they process constantly.

But here's the thing: Empathy looks different in different people.

The Data — What Large-Scale Research Revealed

I conducted an independent study, gathering results from a large group of people who took both CliftonStrengths® and a personality assessment called MBTI® (Myers-Briggs Type Indicator). MBTI divides people into 16 personality types based on how they prefer to gather information and make decisions.

Tip for your team: If your team members don't know their MBTI type, encourage them to take a free assessment here: https://www.16personalities.com/free-personality-test

Research shows a clear connection between personality type and how Empathy talent manifests. People with types like ESFP, ENFP, INFP, ISFP, ENFJ, ESFJ, INFJ, and ISFJ — those who make decisions based on values and the impact on others — are far more likely to have Empathy in their top talents.

This makes intuitive sense. If someone naturally prioritizes human emotion when making decisions, their mind is already wired to be empathetic.

However, the research also reveals something important: Empathy isn't exclusive to these types. There are notable exceptions — some logical types also possess this talent. This suggests that while Empathy correlates strongly with Feeling, it's not the same thing.

Two Kinds of Empathy — And Why It Matters for Your Team

Understanding that Empathy operates in two distinct ways has practical implications for how you manage your people.

Type 1: The Mirror (Internal Empathy)

Common in: INFP, ISFP, ENFP, ESFP

These team members feel empathy as an internal experience. They have a deep core of personal values and emotions. When they use Empathy, they're "mirroring" — they simulate someone else's emotion within their own inner world to understand it.

How they show up: They may appear quiet or reserved. Their empathy is deeply felt but often invisible to others. They excel in one-on-one connections where they can truly understand someone's experience.

Their risk: Emotional contagion — absorbing others' pain until they burn out.

What they need from you: Recognition that their quiet empathy is valuable. Space to process emotions. Protection from emotional overwhelm.

Type 2: The Radar (External Empathy)

Common in: INFJ, ISFJ, ENFJ, ESFJ

These team members feel empathy as an external observation. They're focused on the emotional atmosphere of the group. They act like a radar dish, constantly scanning for interpersonal signals.

How they show up: They're often the first to notice tension or excitement in the room. They intuitively know how to harmonize group dynamics. Their empathy is visible — people naturally gravitate toward them.

Their risk: Focusing so much on others that they lose track of their own feelings. They may merge completely with the group's needs.

What they need from you: Encouragement to check in with themselves. Support in setting boundaries. Recognition that their group-awareness is a leadership asset.

The Logical Empath — A Special Case

Common in: INTP, ISTP

The research proves that some logical, analytical types also possess the Empathy talent. How is this possible?

For these types, empathy is a skill they've actively built. They may not intuitively feel what others feel, but they've learned to observe behavior patterns, analyze micro-expressions, and deduce emotional states logically.

How they show up: They offer a unique, problem-solving form of compassion. They might ask, "I noticed you went quiet — is something wrong?" rather than offering a hug.

Their strength: They can analyze team dynamics objectively and propose solutions.

What they need from you: Validation that their analytical approach to empathy is legitimate. They don't need to "feel" it viscerally to be caring.

Practical Applications for Your Team

Understanding these differences isn't just interesting — it's actionable.

1. Task Assignment

• Mirror types: One-on-one mentoring, deep work, individual contributor roles
• Radar types: Team coordination, client-facing roles, facilitation
• Logical Empaths: Team dynamics analysis, process improvement, conflict resolution

2. Meeting Management

• Mirror types: Give them time to process. Don't expect immediate verbal contributions. Their insights often come after reflection.
• Radar types: Leverage their ability to read the room. Ask them, "What are you sensing from the team?"
• Logical Empaths: Invite their observations. They'll notice patterns others miss.

3. Development Conversations

• Mirror types: Focus on energy management and boundaries. Help them articulate their invisible empathy.
• Radar types: Focus on self-awareness. Help them distinguish their own feelings from the group's.
• Logical Empaths: Validate their approach. Help them trust their observational skills.

4. Team Composition

A balanced team needs all three types. The Mirror brings depth to individual relationships. The Radar harmonizes the group. The Logical Empath provides objective analysis of team dynamics.

Your Compass for Leadership

Your team's talents are the main ingredients. Their personality types are the seasonings that give each person their unique flavor — character, power, and individuality. The same talent can taste entirely different depending on who brings it to life. Understanding both means you can truly appreciate and work with each individual's strengths.

If you have "Mirrors" on your team:

• Recognize that their quiet empathy is deeply valuable
• Don't mistake their reserve for lack of caring
• Help them set boundaries to prevent burnout

If you have "Radars" on your team:

• Leverage their group awareness for team harmony
• Encourage them to check in with themselves
• Don't let them lose themselves in service to others

If you have "Logical Empaths" on your team:

• Validate their analytical approach to people
• Don't expect them to "feel" it viscerally
• Appreciate their unique problem-solving perspective on human connection

Conclusion

Empathy operates through three distinct channels, each requiring different management support. Mirrors need space to process and boundaries to protect their energy, Radars need reminders to check in with themselves while they're scanning the room, and Logical Empaths need validation that their observational approach is legitimate. When you recognize these differences, you can create an environment where each type of empathetic contributor thrives rather than burns out. This understanding transforms Empathy from a vague "people skill" into a specific capability you can develop, deploy, and protect across your team.

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Read “CliftonStrengths Meets MBTI: Unpacking the Nuances of the ‘Empathy’ Theme” on Medium to learn more about research results and deepen your knowledge.

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Gallup®, CliftonStrengths®, StrengthsFinder®, and each of the 34 CliftonStrengths® theme names are trademarks of Gallup, Inc.

The non-Gallup information you are receiving has not been approved and is not sanctioned or endorsed by Gallup in any way. Opinions, views and interpretations of CliftonStrengths® themes are solely the beliefs of Dariusz Kowalski