Understanding Each Enneagram Type At Work – Type 9

It is that time of that week again where we look how each Enneagram Type is like at work

So far looked at how the heart-centered Types – the Type 2s, Type 3s and Type 4s and last week, we started our look at the Body-centered Types with the Type 8s.

This week, let us see how the Type 9s function at the workplace and how can leaders and managers support them.

Type 9s in the office

At their core, the Type 9s are the mediators and peacemakers in the office. Their easy-going nature helps to bring a sense of calm in an often frantic and fast-paced office. Their ability to take perspectives is particularly useful in defusing potential conflicts between teammates before they happen.

9 Wing 1s in the office tend to be very responsible workers who are highly respectful of their leaders and managers. They may be more reserved and less expressive in their opinions. If leaders and managers want to hear their thoughts, give them the assurance that even if their opinions from those of the leader, the working relationship would not be affected in any way.

9 Wing 8s in the office tend to have be more vocal in expressing their stand, especially to resolve a conflict at work. They may be more extroverted and may often use their voice and opinions to help their leaders and managers to keep the peace in the office in the long run.

How to support the 9s in the office

  • Listen to their opinions when they express it and not brush their opinions aside.
  • Give them limited opinions (2 would be the optimal), especially when they are trying to make a work decision. Do not make the decision for them.
  • Become their buddy at work and work through the day beside them. This helps them to keep focused and not feel so lonely at work.

To the Type 9s, here is some encouragement for you:

Your voice and opinions matter. Learn that sometimes conflicts help people to build stronger relationships at work, and that using your ability to see different perspectives will help your organisation build peace in the long run.

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Do you want to know yourself better so that you can find what you are truly passionate about? Contact us to find out how the Enneagram can help you uncover that, when our next course runs are and how to use your SkillsFuture Credits to offset the course fees!

What Each Enneagram Type Is Like As A Manager –Type 6s

Continuing our series on how each Enneagram Type are like as managers, we are looking at another head-centered Type manager today.

We started this series with the heart-centered Enneagram Types – Type 2, Type 3 and Type 4.

Then, we journeyed with the body-centered Enneagram Types – Type 8, Type 9 and Type 1.

Last week we, we focus on the wise and objective Type 5 managers and today, we look to the dependable and supportive Type 6 managers.

Type 6 Traits In A Managerial Nutshell

Type 6s are all about bringing stability to any team they are part of, or in this case, that they lead. Their worldview of the world being dangerous gives them the gifts of contingency planning and preparation, which makes them the perfect people to help troubleshoot any potential issues in their team’s processes.

Once Type 6s are committed to being there for their team, you can definitely count on them to be there to help their team clarify any doubts they have about any project they are working on. Type 6 managers will fight alongside their team and would not ever leave them in the lurch.

Type 6 managers would appreciate their team members to ‘walk the talk’ because congruency in actions and words are very important to them. Just as they are the trustworthy managers for their team, Type 6 managers, in turn, look for trustworthiness and dependability in their team members as well. Knowing that their team has got their back will allow them to cope with the anxiety that is always bubbling in their heads.

Becoming The Best Manager As A Type 6

In order for a Type 6 to upgrade their managerial skills, they would have to learn to:

Plan on the go.

Type 6s, when looking at any new projects or situations, would go into what can be termed as an ‘what-if’ cycle. This is where the Type 6’s mind would go through all the worst-case scenarios in their head. However, they do realise that they eventually ask the same ‘what-ifs’ again and again and this then causes them to be immobilised by the fear of “What if I get this wrong?.

6s as managers need to then learn to embrace this ‘what-if’ cycle, as that is what gives them the gift of preparation. But they also need to be aware that once they ask the same ‘what-ifs’ the second time around, they have to stop thinking and start doing what they need to do to set their plans in motion. Contingency planning on the go would be a good add-on skill to have for Type 6 managers as this means that then, they can give stability and yet at the same time, become more productive in their work and for the company in the long run.

Be courageous to see the good in them.

For Type 6 managers, they always think that they can do better. This is largely due to the fact that they are natural skeptics, even when it comes to their own abilities and strengths. This then leads them to not being able to receive compliments about what they have done well, which then leads them to feel anxious about ‘not being able to do things well’ when they are asked to lead on work projects.

Type 6s tend not to hear the compliments and affirmations they crave for. In fact, they often swat these compliments away by quickly saying ‘thank you’ or even by dismissing them by saying ‘It’s part of my job, nothing special’. However, we often tell Type 6s that if they do not even acknowledge the good they have in them, especially in terms of their abilities and strengths, how then would they be able to confident of themselves?

So, it is in that spirit that we say this to our Type 6 managers: to be a good manager to others is to be a good manager to yourself. The same care that you show to others is what you need to show to yourself to help you break out of the anxiety cycle of ‘not being good enough to do well’. Once, you learn how to allow the compliments people give you to sink into your hearts, you will then start to grow in cultivating a healthy awareness of who you are, what your strengths are and from there, self-confidence will grow.

An Encouragement to our Type 6 Managers

Your gifts come from the lens of your ‘worst-case’ scenarios. So, learn to embrace that side of you but also learn to balance it out with some healthy optimism about your strengths, your situations and the world around you.

When you are able to see silver linings even in the darkest clouds, then you will be able to see the light that is within yourself and everyone around you. It is then that you will begin to have faith in yourself and in others as well.

Here is one final reminder while dealing with a Type 6 manager – always do what you say will do – this will help them not only manage their anxiety better but also learn to have faith in the fact that you are supporting them as well.

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Want to learn how to find stability in cultivating healthy relationships with your team through the Enneagram? Contact us (link to: https://theenneagramacademy.com/#contact) to find out when our next course runs are. Also, enquire on how you can also use your SkillsFuture Credits to offset your course fees!

9 Corporate Personality Types You Need To Know How To Deal With

Enneagram, a roadmap to understanding human behavior, has a history of over 2500 years. An elegant way to explore differences in personality in relationships, it has been proven to be highly effective for business management, personal development and conflict management. It categorizes each person according to prevalence in nine different personality types, with each having a dominant type.

This enables individuals to predict behavior in personal relationships and corporate life. See if any of these descriptions of Enneagram types in the workplace perfectly encapsulate your colleagues or friends or even yourself!

Type 1 – The Perfectionist

Type 1s tend to have a need to be perfect, accurate and precise . Do you have a colleague that likes schedules, accountability and a clear list of roles and responsibilities? He is probably a type 1 personality. This type tends to thrive when there is clear rules and standards. They are meticulous and keep high standards and they probably perform well. You might want to try to keep up with their way of doing things.

Priding themselves in being the most competent, and being able to do things with high standards, this type often compares their own effort to others and will aim to put themselves hard to be the best that they can. In needing to be perfect, this type may avoid risks and may shift the blame to others if they see or do something wrong to keep up their “track record” of being right. A good way to deal with them will be to offer alternatives and giving them the credit for “perfecting” other alternatives to fit the needs of different ones.

Type 2 – The Helper

Type 2s are very giving. Motivated by their need to be needed, they are often generous, kind and always ever ready to help. They are probably one of the friendliest, accepting and sensitive colleagues at your office. But you may find that they seldom ask for help because they always want to be of help to you instead. Highly responsive to approval and encouragement, they work for the respect of others, especially those that are important in their field. In their desire to always be supportive, they may find it hard to say no, causing them to take on too many projects at once. You may find them not willing to collect money from you after buying a meal for you, and that’s the time you have to insist on paying them, or reciprocate the next time. Try not to take them for granted.

Type 3 – The Achiever

Also known as the performer or producer, type 3s place their self-confidence and worth in being able to achieve things and be successful. They are efficient and want a clear path to success. They are motivated in getting respect for their abilities. Image conscious, they enjoy tasks that put them at the forefront of projects, by doing presentations and having leadership roles. They enjoy exerting power over people and take life as a competition. If tasks and goals become interrupted or their appearance take a hit, they will then be driven by rage and may even resort to deceitful tactics to get their way. A good way to deal with them is to always put them in a good light and help them speak about their vulnerabilities.

Type 4 – The Individualist

While type 1 and type 3s aim to do well on performance evaluations, type 4s base their success on producing quality work that is filled with authenticity, depth, insight and meaning. They tend to be the authentic type who are expressive and in touch with their feelings. However, their attention potentially gets displaced from tasks when their emotions take over and their efficiency is tied to their mood. With their easily changeable moods and the need for distinctive work, they do not flourish in an environment that requires close co-operation with others who are more skilled, valued, or better paid.

Type 5 – The Investigator

This personality type is one of the most knowledgeable people you were meet. Objective, analytical and logical, type 5s are great problem solvers since they gather all the information and withdraw to figure things out before making a decision. By equipping themselves with information and appearing competent, they work hard for the rewards of privacy and freedom to pursue personal interests. Needing predictability, they tend to freeze when unexpectedly questions or when spontaneous reactions are called for.

Type 6 – The Loyalist

Type 6s are relatively skeptical and need security. To them, the world is dangerous and trustworthy allies are hard to come by. They look for a leader which they can follow after, but may become shaky and flee, or rebel when the leadership fail them. They are great supportive team players that have strong analytical powers. Their doubt and suspicion of the others causes them to question and examine situations to gain clarity. Extreme versions of this type potentially react against their own weaknesses by seeking protection from authority or ironically bring authority down.

Type 7 – The Enthusiast

Instead of trying to get as much information about what they know like type 5s, type 7s look to explore new ideas and get new experiences. They see the world with intense enthusiasm and optimism. This is the type of person who wins the popularity poll in the office. They can be a delight to work with, being both forgiving and creative during periods of stress. They offer sweet solutions to authority problems. However, instead of confronting issues head on, they rather go through the cracks and instead of solving the root of the problem. Their creativity may give rise to great, inspirational ideas, but may result in impractical and inefficient approaches they may be insistent about.

Type 8 – The Challenger

Speaking of insistence and convicted stances on issues, type 8s are similarly authoritative and seek power. They often control the office hierarchy and will assume leadership. They may demand to be fully informed. Although they may seem to be angry, their anger is not personal, but often directed at the situation at hand. They hold no grudges towards in-office conflict and believe work is just work. In spite of being assertive, they often respect honest leadership and like worthy opponents if you have logical arguments.

Type 9 – The Peacemaker

Finally, we have the empathetic, easy going type 9 that loves to avoid conflict. This means that they often aim to mediate, sitting on fences and thus getting caught in the middle of sides. They also make good social gel because people are open to them. They enjoy procedures, lines of command and good definition. They flourish when people support them, but this makes them cautionary in taking risks as they fear the outcome may be disliked by some. Tending to major on minor issues, they may feel overwhelmed with too much to do.

Capitalize on the Enneagram to Work Better with your Colleagues

Getting an understanding of who you are working with, their tendencies, and your own, is the key to workplace effectiveness. By knowing how to deal with each type, you can not only optimize your team performance, but also manage your expectations and emerge happier regardless of how difficult your colleagues may be. Stay tuned for more ways to deal with these personalities as bosses, co-workers, or clients!

Balance what your heart says and expectations of your subordinates

Being a leader is not easy. Balancing your own motivations and ways of working with that of a diverse team is a challenging task. This week we look at heart-centred leaders – types 2, 3 and 4 who lead based on their need for validation from others.

To achieve this, Type 2 Helpers often wish be of help in everything under their charge to ensure things turn out well. Type 3 Achievers leaders set the tone for their team with a constant no nonsense mood to ensure things are in tip top standard, while Type 4 Individualists tries to adapt and maneuver to maximize their feelings of validation.

These actions are a result of avoiding feelings of devoid and shame which they equate to as a lack of self worth. As such, these leaders are confident in their ways and excel when they are affirmed of what they do and how they do it.

Know yourself as a Helpers, Achiever or Individualist? Find out more about your leadership strengths, weaknesses and key areas of improvement.

Be an involved leader, not a controlling authoritarian

Being a leader is not easy. Balancing your own motivations and ways of working with that of a diverse team is a challenging task. This week we look at body-centred leaders – types 8, 9 and 1 who pride themselves as being involved, and in control of their environment and team.

As their base emotion is anger, it influences their actions in aims of taking control and to always be present with their team. When an external force messes with them and they lose control, or if someone interferes with their presence within the team, they can be angered. These leaders take pride in their work and use their gut to influence their decision making.

Type 1 Perfectionist leaders work hard with their team and are dependable at all times. They set high expectations not just for others but for themselves as well which could lead them to be self critical and rigid in their ways.

Type 8 Challenging leaders are like guardians where they protect their team with passion and fairness. They are not afraid in holding their ground of what they believe is truth. Their defensive instincts are also attributed to the fact that they fear vulnerability.

Type 9 Peacemaking leaders prioritize maintaining peace and harmony within their teams and puts others before themselves. As such, they can become indecisive when needing to make difficult decisions as they know that not everyone will be happy. Nonetheless, this open-minded and caring nature that holds them back in difficult decisions, makes them excellent mediators in conflict.

Here’s How Stress Looks Like for Each Enneagram Type and Ways to Manage It

Here in Singapore, a whopping 92 percent of the working Singaporeans reported feeling stressed according to the 2019 Cigna 360 Well-Being Survey which is significantly higher than the global average of 84 percent. Source

Stress has different faces, let’s discuss how each Enneagram type looks like when they’re feeling stressed out and how to effectively manage stress:

Type 1 (The Perfectionist)

When stressed, you start feeling overwhelmed and overly critical of others who you sense are being lazy or taking advantage of you. You tend to become more emotional and fixated on an “escape” from your troubles. You may start being resentful towards the people who count on you.

Ways to combat stress:

  • Allocate a huge chunk of your time just to relax
  • Spend time with your fun-loving friends or family

Type 2 (The Helper)

You are known for being kind and generous but when you’re stressed you can be harsh and direct towards people which may surprise them. The need to accomplish goals and this feeling of pressure can lead to burnout and a sense of rage towards people who you feel have taken you for granted.

Ways to combat stress:

  • Learn how to say “no” and set healthy boundaries
  • Treat yourself – take yourself on a date, explore new places

Type 3 (The Achiever)

In times of stress, you can become overly fixated on how you appear and overly attached to your accomplishments. The usual goal-oriented and competent person may start slowing down and feel unmotivated.

Ways to combat stress:

  • Practice mindfulness and get in touch with your authentic feelings, needs and desires
  • Spend time with people who knows you in and out, the people who you don’t need to impress

Type 4 (The Individualist)

As someone who’s deeply connected with their emotions, you may find yourself in a melancholic state when stressed. You may also begin forming new friendships or start volunteering to fill the dark void. In hindsight, this is good way to combat stress if you are not doing it for the wrong reasons.

Ways to combat stress:

  • Be with nature; go for a hike or travel
  • Express your emotions by writing about it or through another form of art

Type 5 (The Investigator)

As your default, you are very private and reserved. When you’re in a plague of conflict and stress you isolate yourself and become more emotionally detached. When this coping mechanism fails to help you then you might suddenly throw yourself into activities that stimulate your senses.

Ways to combat stress:

  • Get in touch with your feelings and reach out to someone you trust
  • Create a workout routine and stick to it

Type 6 (the Loyalist)

As a Type 6, you are prone to anxiety attacks and tend to overreact under stress. This stress causes you to be more workaholic. You may become overly needy as a way to deal with your insecurity and anxiety.

Ways to combat stress:

  • Practice gratitude. List things that you’re thankful for each day
  • Meditate or talk to a professional

Type 7 (The Enthusiast)

A stressed Type 7 will be in a manic state, distracting oneself by engaging in several activities that are stimulating. You may find yourself being overly critical. You may build up anger and become nit-picky.

Ways to combat stress:

  • Find joy in ordinary, peaceful moments, and take time to slow down
  • Schedule alone time away from external stimulation

Type 8 (The Challenger)

A Type 8 under stress will become excessive in different ways – overeating, excessive exercise, workaholic, etc. You might be over controlling and be aggressive with your opinions. You may also turn your aggression inwards and be withdrawn.

Ways to combat stress:

  • Do cardio and other physically demanding activities
  • Give yourself space to process and validate your emotions

Type 9 (The Peacemaker)

The calm and optimistic Type 9 will be anxious and overwhelmed during a stressful period. You numb yourself or re-frame to avoid dealing with inner conflict. Externally, you become obsessed with accomplishing things and creating social security. You also tend to become more reactive and passive-aggressive towards other people.

Ways to combat stress:

  • Go on a retreat or make time for quiet reflection
  • Get a plant or a pet and spend quality time taking care of it

Curious about your Enneagram Type? Gain self-awareness and build stronger relationships by signing up to our course here.

Why You Shouldn’t Be Afraid Of Being Vulnerable At Work

Yes, it may sound counter-intuitive to show vulnerability in the workplace. After all, in order to move forward in our career, we’re supposed to constantly show that we have it all together.

But here’s the thing: being vulnerable isn’t about showing weakness. Instead, it’s about being comfortable and brave enough to be open and honest in a professional setting without the fear of being “punished” in the form of a bad appraisal or reprimand from your boss.

The result: you’ll learn from your mistakes rather than try to hide them. And on the personal front, letting your co-workers know when you’re going through a tough time can be the difference between getting no support at work to getting help in terms of managing your workload and deadlines.

And on top of it all, your team ends up with more creative and innovative solutions because people won’t be afraid of sharing their ideas.

Say your grandmother is in the hospital fighting a serious illness, or you’ve made a huge mistake at work. Would you talk to your colleagues or your boss about it?

If your answer is ‘yes’, then congratulations—you’ve hit the jackpot with a workplace that fosters a culture of vulnerability. According to a 2017 article in the Harvard Business Review, those who trust their co-workers enough to be open with them are reported to be 40 percent more likely to enjoy their work than those who don’t.

Also, the chances of you experiencing burnout are lessened by 60 percent. You’re also likely to be 50 percent more productive.

Vulnerability starts with a boss you can trust

A leader defines the team culture, says Olivia Coléon, cultural specialist and founder of Naked Nights, an event series that celebrates vulnerability. She says leaders must be willing to hear their team members out and ask for help when they need it to set an example for the rest of the team.

Cindy Leong, personality coach and corporate trainer at Relationship Studio, chose to have an open communication policy at her company because she had experienced what it was like to “keep things professional”. “At the previous company I worked, we were told to ‘behave like adults’,” she explains. “This meant a culture where the boss was always right, and there was no room for open discussion.”

Cindy could not share her feedback honestly back then, and this caused her to be miserable. She says as an employee in her position, you either need to have the support of your peers to push for better communication, or leave and find a company that has an existing culture of vulnerability.

Struggle with being vulnerable in the workplace, or allowing your colleagues to be vulnerable around you? Here are four tips from Cindy.

1. Use the right words and tone 

That means that whenever there is a disagreement, refrain from making you team members feel attacked. Instead, remain objective and focus on the problem. “I believe in direct vulnerable, authentic and encouraging language that promotes growth,” Cindy says.

2. Check in regularly

Cindy has weekly team meetings where her staff shares about their victories and struggles at work, as well as in their own personal lives. Through these meetings, her team feels a closer social connection and loyalty to her and to each other. She’s also better able to support their needs.

3. Encourage counselling or coaching for personal growth

Not everything can be solved simply by hashing it out in a meeting room. “Some problems stem from deep-seated personal insecurities, in which case I send my staff for private coaching to work on them,” Cindy says. This is an opportunity for personal and professional development.

4. Know what to share…and not share 

It may be helpful for your boss to know you’re going through a bad breakup, because then she knows why you’re more distracted or tired than usual. but does she really need to know the gory details? Probably not…

Of course, it’s up to each employee to determine what their boundaries are, adds Olivia. But if you’re a manager, letting your staff know they can talk to you about anything is absolutely crucial to building trust.

This article is featured in CLEO. Written by Davelle Lee on 12 November 2019

Beyond Paper Credentials

THIS WEEK’S TOPIC When hiring executive staff, how open would you be, as an employer, to ditching altogether academic qualifications as an indicator of cognitive ability and potential? How would you assess an aspiring employee?

IN our business, the ability to build relationships with our stakeholders is very important. Thus, apart from intelligence and cognitive ability, we are always looking for how much EQ – Emotional and Empathy Quotient – a person possesses. The person has to be “people intelligent” and not only “book intelligent”.

We are also looking for talent with an internal locus of control. Someone who is not a believer that he/she can “make things happen” will be less of a problem solver and will be relatively less effective at work. We also look for talent who are highly self-initiated and motivated. They are always up to something, curious about something, and working on a self-initiated project. And honestly, these traits are caught, and not taught in school.

Cindy Leong
Founder
Relationship Studio


This article is featured in The Business Times on 27 May 2018.

Enneagram and Politics – What’s in Store for a Type 5 Politician?

Let us continue this exploratory session of how certain Enneagram Types would fare well as politicians. As the clock ticks, we are closer to the fateful agenda of election day in Singapore of 2020.

We often see various leaders being publicised (and criticised) in the past, present, and even future. More often than not, campaigning candidates will already present a perception for the world stage to judge.

Pleasing everyone is near impossible and this is a reminder to all that each of the 9 Enneagram Types has the capability to be the captain of a ship. However, it truly is dependent on the Type’s self-mastery and how each step they take will be for the greater good.

Today, we will shed light on Type 5s and we will investigate and observe how they could behave in the political arena.

Understanding Type 5’s Essence

Type 5s are a curious and insightful bunch. Hoarding knowledge like a camel’s relationship with water, they are able to concentrate and focus on developing complex ideas and hone specific skillsets. With that said, their worldview is: “I need to be in the know, while conserving scarce resources.”

Being self-sufficient and independent comes at a cost of emotional detachment. Their guards remain up to prevent against any form of intrusion of personal space because active participation and interaction with others can be draining. Being curious, Type 5s would rather observe and learn; leaving them rather uncaring for the emotions of others.

All in all, at their best, Type 5s are visionary pioneers and often ahead of their time, which could possibly be what we all need especially in this post-pandemic world.

Type 5 Strengths:

  • The thirst for knowledge is real. They are highly motivated by their desire to accumulate knowledge. Being innovative and inventive can lead them to be preoccupied with their thoughts and have very vivid imaginations. This allows Type 5s to the world in a wholly new way.
  • Social validation is unimportant. They pursue mastery of knowledge they feel is of use and distinguishes them from the rest. The need to master a particular field of expertise leaves them laser-focused and unconcerned on how people feel about their endeavours. In fact, they shy away from being too conventional. They are also great at compartmentalisation and this can easily translate to them not caring about social validation.
  • What crisis? Because 5s view their resources as scarce, they tend to conserve time, energy, resources, and knowledge. This tendency results in the ability to listen and be supportive of others while resisting the potential dramatics of emotions. Hence, they are usually calm and objective in a crisis.
  • You can count on me. They are often reliable and deliver their part provided they are aware of what is expected of them. The requirement to be furnished in full details of the project is crucial to ensure a resounding success on their behalf. One thing about 5s, they never over-promise and they take commitments seriously. Seeing through given tasks naturally gives them high scores on dependability.

Type 5 Weaknesses

  • Can be cynical and argumentative. If Type 5s are not kept in check with doses of reality, they can easily get lost in their imaginary construct. They begin to take an antagonistic stance towards the world and will behave abrasively to those who are not aligned with their views. 5s naturally compartmentalise and this makes it easier for them to disregard the feelings of others around them.
  • High-walls and withholding emotions. A lack of emotional involvement puts 5s in a spot where they behave rather impersonal to those around them. Because of their need to not deep-dive into a well of emotions as it could be taxing, they will appear aloof and find comfort in keeping to themselves. All in all, they may come off as arrogant and easily classified as lacking empathy. Not showing enough care may weaken relationships with 5s especially when this is coupled with regulated facial expressions (understand their need to conserve emotions when and where they can).
  • Slow in taking action. They tend to dwell so much on the information they have gathered. Because it is so important for 5s to get things right, project launches, for example, tend to get delayed because of the low confidence vote they may have and would rather wont for more time then to take the leap and let fate take charge.
  • Stingy with resources. They readily guard their thoughts, feelings and property in the perpetual fight for private survival. Volunteering to offer information is hard for them to accomplish. This can be perceived as lack of care and comes across as being selfish. Also, Type 5s tend to withdraw easily, taking back whatever resources they have put forth before.

What are the gifts a Type 5 politician bring to the table?

Decision-making is important in making policy making and ruling a nation. Type 5s need to investigate and research will allow them access to a host of information which is crucial before making an important choice. Should this be the case after the whole world has experience a pandemic and along with the rise of technology, there are so many ways to tackle an issue. Would a Type 5’s approach of deep observation give a solid solution to many of our existing societal problems today? Pivoting strategies with insightful data is something they are skilled at.

One great thing about them: They know what they’re doing, especially after a long process of analysing, studying and strategising. Now, all they require is a full team to march forward together.

Examples of Type 5 Leaders

Of course these leaders have never done our Enneagram Tests but they’re believed to be Type 5s by many Enneagram teachers based on their beliefs, values, traits, and actions through historical and interview records.

(From left to right: Albert Einstein, Bill Gates, Mark Zuckerberg; all leaders in their own right)

What do these leaders have in common? You can agree it is their way of thinking that has led to revolutionary activities in the field of science, the rapid expansion of personal mobile technology, and the latest addition to our social circles: a community platform that can connect to people as far as the world wide web is able to reach. Their fascination with a focused subject has brought about life-changing concepts to everyone.

Wouldn’t you agree they are also ‘politicians’ in their respective industries?

We will continue to explore another Enneagram Type and what they can bring into the political arena tomorrow.

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Curious about your Enneagram type? Here’s a quick overview of the 9 Types. I know reading through these descriptions can be confusing. So save yourself from second-guessing and figure out your type with the help of our online test.

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Curious about your Enneagram type? Here’s a quick overview of the 9 Types. I know reading through these descriptions can be confusing. So save yourself from second-guessing and figure out your type with the help of our online test.