SPEAKER_00 0:01

You're listening to the Enneagram at Work Podcast, a show about understanding people at work, including yourself. I'm your host, Sarah Wallace, and I'm looking forward to diving into this week's episode with you. If you're a returning listener, welcome back to another episode here on the Enneagram at Work Podcast. If you're new, welcome. I'm so glad that you're here. Um, this specific episode is actually a part two of a series that we're doing, just a really a two-part series on strengths. And so if you didn't catch last week, I might recommend you go back and catch that one first, where we talk about some of the common strengths for each type. And today the focus is on what does it look like when those strengths sometimes get overused, maybe in times of stress, maybe when we're tired, um, maybe when we're when we just don't understand maybe the impact of our actions or our words. Um, and knowing both our strengths and what it looks like to overuse those, um, we can kind of dial it in. Um, dial in a conversation a bit better, dial in a specific project, uh, dial in a specific relationship with the right amount of strengths. So we don't want to put out the strength like we talked about last week, um, because that energy uh that is behind those strengths, we want to be very careful not to put out by working too much on our quote unquote weaknesses or areas of opportunity. And so instead, it's just a matter of okay, what level, what how much of this energy am I bringing? Because on one hand, it can be like the fire, you know, you have a fire, you're cooking a fun um s'more, you know, snack with your family and friends, creating memories that will last forever. And then you can also use a fire to burn down a house. And so the fire is the fire, it's just that intentionality, right? So that we're kind of looking on the other side of the coin today when the energy that is behind those strengths, when it's dialed up too much. Um, this is a show for how to use the Enneagram at work. I am your host, Sarah Wallace. And the whole reason for the podcast, for Enneagram MBA, the business, the company in general, is because we spend so much of our time at work. And the what happens during the week, you know, some of us, you know, we say nine to five. I think this day and age, it's it's much more than that. Whether we're physically stepping out of the house and going into a work environment or uh we're doing so virtually, we spend a lot of time in in the in the work that we do around the people that we work with. And so, you know, my belief is that if we can really dial in those relationships in that environment, and whether we're in a leadership or an individual contributor position, um, there are things that we can do for ourselves and with our with ourselves, and then by understanding others better to make those relationships, to make that environment more enjoyable, more productive, more successful, even if you're not best friends with everybody at the end of the day, that's okay. At least you're not coming home. Of course, there's gonna be times where situations happen and you bring that home, but most of the time you're you're leaving with, you know, positive energy, at least neutral energy, and not um, you know, bringing home some of the things that uh, you know, tricky relationships, tricky conversations, feeling unseen, feeling unheard, right? And that may not always be, um, most of the time it's probably not someone's attention to make you feel a certain way or you make someone else feel a certain way, but understanding, okay, here's my strengths, here's what it looks like when they're overused, and then here's how that might impact somebody by really working on our relationships at work. It matters at work and makes the place where we spend so much of our time more enjoyable. And it also impacts, you know, when we go home with our friends, with our family, um, with just our personal life in general, um, it impacts it impacts that as well. And so um that's kind of the behind the the behind uh the why behind we do why we do what we do here at Neogram MBA. This year, I was actually just looking. We have worked with 18 organizations um and 23 different teams. Some of the organizations we worked with um more than one of their departments or one of more than one of their teams. And um, that's really exciting. That's really exciting um because after every single one, uh, we always ask for feedback. And it's interesting that the most uh popular or most common feedback has to do with I wish we would have had more time to talk with each other. I wish we would have had more time to get to know each other. And this could have been a two-hour training or it could have been, you know, a half day, full day workshop experience. People continue to want more time to learn about themselves, to learn about their teammates, and also to be able to share about themselves with their teammates. And so um it was really fun that um we got to do that this year with those 23 different teams. And uh they took something away that can help them in their own professional development as well as their uh social awareness, their relationship management at work. So today we are gonna start with our type nines, looking at what a what it might look like. This isn't all nines, this is a sure sign of a nine, right? I always like to give this disclaimer. Um, so if you're new here, you you might hear this if you've if you have been listening, you've heard me say this multiple times, but it's an important reminder that these are not absolutes, these are not 100% of the time. The Enneagram is a model, and um it's it's gonna be wrong sometimes, right? But it's just how helpful is it is it uh the majority of the time. And I have found and and others have found uh the Enneagram to be an incredibly insightful and helpful tool, especially with navigating those workplace relationships. So, with that, um like I said, last week we started with type one, looking at the strengths specifically. This week we're gonna go backwards and look at, okay, so now that we have a pretty good idea of what those strengths are for our uh for the different types, what does it look like when maybe they're getting overused, when they're they're dialed up a little too much? And so for our nines who tend to be so good at uh, you know, inclusiveness, gaining commitment through consensus. Uh, we talked about several of the strengths they display in the workplace last week. When it's dialed up a little too much, those strengths overdone can look like they can show up as being self-deprecating. It can look like holding back out of self-doubt. You don't trust yourself to make the the hard decisions, maybe to make the decision that not everybody agrees with, or you know, bring up the question that uh needs to be asked, but maybe feels like, oh, that might be rocking the boat. Um, and and because of that, our our nine sometimes can avoid conflict, uh avoid having those important and needed, but sometimes difficult and uncomfortable conversations. And because sometimes they hold that in, it can come across as passive aggressive, and then eventually when they've kind of overdone the strength of just get along, go with the flow, they can completely lose their temper. I've heard from some nymphes talk about how they they resonate with the idea of the Hulk. It's like, yeah, I'm I'm calm, cool, collect until I snap, until I'm not. And then it is just like an explosive anger, and I just can't hold my tongue anymore. I can't hold it inside anymore. Sometimes nines have a reputation for not having strong opinions. From what I have heard from Boots on the Ground type nines, uh, they have a lot of opinions. They they have a lot of thoughts about a lot of things. It's just they're very careful, maybe sometimes too much so, about when they actually speak up and share those opinions, though. Um, sometimes because they are so aware of their words and the impact and never wanting to make someone feel isolated or excluded or um upset somebody, um, the way that they communicate, whether it's feedback, a new initiative, whatever it might be, um, that communication can come across as a little fuzzy, um, a little unclear because it's not direct. It's like, well, okay, then what do I need to do? What, what, what am I doing wrong? What can I do better? Um, this can really be a challenge during during feedback. Um, and so something to be aware of. And then lastly, the last strength overdone I have for the type nine is this kind of nice guy, nice gal, nice person syndrome, where they kind of get pegged as the person who um just always goes along. And oh, we can always count on them um to you know, to to kind of to say yes or to do what's needed, um, no matter what it is. And sometimes um, you know, being a nice person, not that you need to be a mean person or a you know, an awful person or rude, um, but you might need to take a stand. And sometimes that can feel, you know, not so nice. Um, but you know, niceness and kindness may seem like synonyms, but they're they're very different. And so sometimes the kindest thing that you can do to for someone is to be is to not necessarily be nice, right? You might need to give that person that difficult feedback. You might need to have that hard or uncomfortable conversation. Um, and so just being aware of when that nice, nice guy, nice gal, nice person syndrome might come up for our type nines. And this is helpful, hopefully, as you kind of reflect on, you know, okay, going into 2024, going into the new year, whenever you're listening to this, the net the new week, the new month. Um, what do I want to really focus on? And it doesn't need to be 10 things necessarily, but is there one thing maybe that I overdo the most that if I got it dialed in a little bit more, it would really make an impact in my career, um, in my leadership, in my work relationships, and the success that I'm having at work. Okay, our type eight, striving to feel powerful, talked a long list of strengths that they have. So I don't want us to forget about those. Episode uh right before this part one talks all about those strengths. They're very action-oriented, just do it. They bring confidence and boldness and inspire that in others. But when that energy is dialed up to maybe level 10 and the situation just does not require level 10, that energy can come across as, you know, a little uh little harsh or maybe even feel like a little bullying in the name of tough love. Like I just tell it like it is, we just need to tell it like it is, we need to be honest. You know, I'm a huge fan of brutal honesty, of always speaking the truth, which again, dialed in, has a place. We need that. When it's dialed up in a specific situation or with a specific person, um, it can be a little too much. Um, sometimes that same energy can be uh a little overwhelming to other people who, you know, uh whether it's the intensity, the energy, the directness, the emotion, the passion, it can feel like maybe that type 8 is angry on the receiving end of that. So something to be aware of. We need that passion, we need that confident, but confidence, but when is it dialed up too much? Is it does it become sabotaging versus serving? Um, when the strengths are overused, there can be a need to always be right. We've talked about the difference sometimes between a one and an eight. Ones tend to think there's a one right way, and let's look to the rules or let's look to the policy to find out, you know, what that right way is. Whereas eights tend to think, okay, it's my right way, it's my way or the highway. Um, so it's something to be aware of for our eights. Um, needing to be in charge. Um, this is something that I've heard from a lot of eights that it's a myth that they cannot be led. And so this is, again, not something that all eights all the time will experience. But when that kind of need for power and strength is dialed all the way up, it can be hard to be led. Um, even when they, you know, maybe are trusting of that leadership. It can be hard if they disagree with the direction or or whatever the conversation wherever, wherever it's going. Um, they also kind of have this uh bull in a china shop syndrome where it's just kind of, you know, they they come in with this boldness and this confidence and this directness and they make things happen, this just do it, action-oriented, future-oriented. However, there may be situations or conversations or projects where that just needs to be dialed in a little bit. We can't have it at a level 10 for whatever reason. And so just kind of knowing that, you know, we need that energy. Um, but if we come in with a level 10 of that energy, it can, it can maybe wreck relationships, wreck progress, wreck uh, you know, conversations, derail conversations, whatever the situation might be. So to be aware of that. And then um, it can also come across as impatient, um, being impatient or or being impulsive, you know, just do it. Let's just do it. It can be very inspiring, dialed all the way up. Um, it can be, you know, kind of impulsive, reckless, uh, you know, not thinking things all the way through may have its consequences. Our type seven, striving to feel excited, also a long list of strengths in last week's episode. When that energy of excitement and kind of contagious enthusiasm and inspiration to others, new ideas is overused, it can come across as maybe they're dominating the conversation. They're so excited about their new idea or their new adventure or whatever it might be that they kind of monopolize the conversation. So something to be aware of for our sevens. Um, sometimes they may just kind of just share uncensored thoughts. So it's like, oh, hey, we could do this, we could do this. And in a brainstorming session, for example, that energy may be perfect and it might be so exciting and so inspiring to be in that room with that type seven. But if that type seven happens to be a leader and that energy is turned all the way up to a 10, you could see maybe how that energy might feel very overwhelming to their team, especially week in and week out. Like, okay, we have a new idea this week. Um, I was thinking we could do this and this and this. And a seven may think, and sevens have said, you know, I didn't really think we'd do any of that. I was just kind of spitballing. I'm just kind of brainstorming, throwing things on the wall. Meanwhile, the team was thinking, oh, these are things we have to do. And they're stressing out and feeling overwhelmed and feeling frustrated that the the plan's always changing, that there's all these ideas, that's impossible to do all these things. So, you know, something to be aware of for our sevens. Um, they can lack follow-through when their strengths of all these new ideas and this action-oriented energy as well, but turned all the way up, it can just be constantly starting new things and never actually finishing the things um that they wanted to do in the first place. Also, a little bit like the A can be a little impulsive, a little hyperactive, um a little lot, just depending on how much is dialed up. Um, a little bit like the nines, sevens can also struggle with avoiding uncomfortable situations, difficult conversations, and they want to look on the bright side. Sevens are our eternal optimist, glasses half full, rose-colored glasses, good vibes only, good days only, right? Um, but when it's dialed up too much all the time, toxic positivity happens. We make people feel unseen, unheard. It can be dismissive. Um, and we can avoid these important yet uncomfortable conversations that we need to have. And then sometimes um our sevens may struggle with um just always wanting more, living so much in the future that when they finally get to the thing, they've already moved on and have started planning the next new exciting idea and never really take the time maybe to celebrate the accomplishment or to celebrate finally getting there. And and that might be okay for you, but if you happen to be on a team or leading a team, um, you know, that's that that's gonna be tough for that morale. There are gonna be people who maybe need that that pause and reflection to like, look how far we have come. Our type seven, striving to feel safe, secure, um, lots of positive uh attributes that they bring to their careers, to their teams that we talked about last week. However, when some of those strengths of being responsible and dependable and protective and being able to anticipate problems, assessing risk threats, when that is overused, it can come across as being very suspicious, maybe pessimistic. Um, they can come across as being skeptical all the time. Kind of instead of I'll trust you until you give me a reason to trust you. It's listen, I'll trust you once you've given me a reason to trust you. Um, sometimes they can be a little indecisive when this energy is turned all the way up because they are thinking about all the things that could go wrong, what might happen, what they might need to do, what they should do. And so they'll struggle a little bit with that self-doubt, like we talked about with the nines a little bit as well. Um, and it's just we could do this, we could do this, and then it kind of turns into paralysis analysis, a lot of thinking, but not a lot of acting. Um sometimes too, uh, that energy can create reactiveness. And so even though, you know, when when they've got this energy dialed in, they're kind of they're usually calm in a crisis because they have thought of everything that could go wrong, they have a plan and they are ready. Now, when it's overused, it can come across as a little reactive. Um, you know, somebody says something and they have a a big reaction because it feels like maybe they weren't prepared enough, you know, something came up unexpected, there's uncertainty, um, which can can cause a big reaction from our sixes. Nobody likes really, you know, uh uncertainty. We we like that certainty most of the time. Uh, sixes really appreciate the certainty. Um, sixes will have strong opinions um about a lot of things, and they will ask questions about that and they will probably let you know. Uh, but they will also, when that, when that same energy is turned up, they can also really question themselves. That kind of goes back to that self-doubt. And then they have what's called sometimes as dog with the bone syndrome, where it is, listen, this does not feel right, or I don't know how somebody could think this, or this is this is wrong. And, you know, to a point, that is incredible. That that is courageous, that is uh, that is brave energy right there. However, um, it's okay, it's you know, just bringing that awareness to the situation, um, to you know, bringing in some context. It's like you've made your point now, maybe it might be time to let go. But when this energy is overused, it can just be this, you know, relentless persistence of making their point heard and wanting to win approval by everyone else for that idea and just keep at it, keep at it, keep at it, keep at it. All right, our type fives striving to feel detached, really focused on um, you know. Not necessarily wanting to need anybody, not wanting anybody else to need them, and uh really wanting to be able to be self-sufficient. And they bring so many gifts and strengths to a team, um, this ability to be really observe things, to be really um insightful, analytical, perspective, rational, very competent, right? They bring talked about lots of strengths last week. Um, when that gets overdone, when those strengths are dialed up to level 10, it can be thinking too much and doing too little, a little similar to the six struggle sometimes. Um, it's just think and think and think. I need more data, I need more research, I need more information before I act. And again, dialed in, that is that is absolutely a strength. And we need that energy on a team before we just go starting new projects or jumping into new initiatives or you know, selling the company or buying another company, right? We we need that analysis and like let's slow down and let's really think about this. But when it's dialed up too much, it can turn into too much thinking, not enough acting. Um, the other thing that can be um that a five can look like oh when the strengths are overused is not nurturing relationships because they are so um self-sufficient and they don't necessarily want anybody to, they don't want to need anybody, they don't want anybody to need them. And so sometimes they can lose that um that connection piece. Um, they also don't necessarily love to, you know, how you know, they're probably not gonna be the ones, how was your day? How was your weekend? Oh, your your pet died. Tell me about it, let's sit and talk, right? They're they're probably not gonna be there for those that might not be as a comfortable of a situation for our fives, not to say that they can't do that. And that's just gonna take a little bit more intentionality, dialing it in and the specific situations with specific people, so that you can nurture those important work relationships. Um, and I will say, fives say they don't necessarily love being alone. It can just sometimes feel hard and it can feel draining sometimes to put in the work to nurture those relationships. So that'll be the work of our fives, potentially, if you're a five. Um, sometimes too, they can have this um emotional superiority where it's like, look at me. I'm so rational and logical, and I do not let my emotions ever get the best of me. You won't find me crying, you won't find me angry. I am in control of my emotions at all time. Look at you over here, overreacting, getting you're out of control, you know. And again, we need that. It's just also at the same time, we're human beings. And so the emotional piece may very well be needed, and fives may need a little bit more of that sometime. Um, when the strengths are overdone for our fives, they can also have this need to show off their intellect, to show off how much they know um, to kind of make themselves, you know, I want to feel it's important that I feel capable and competent and be self-sufficient. And I want to make sure others know that I'm capable and competent and self-sufficient. So I may show off, I may correct someone in a meeting with um the correct piece of data. They misquoted something. Well, let me correct them. And it's not coming from a place of it needs to be right and perfect. It's coming from a place of, hey, I want to show you how much I know. Um, you got that wrong, but I I know the right answer. So it may be the same action as somebody like the type one, for example, but why they're doing it is coming from a little bit of a different place. And then um at the same time that they want to show off how much they know, they also may not share their information. So they want to kind of hold what they do know um close to their chest until the information is ready, or um, if it's something that, so if it's something that's gonna kind of solidify how capable and competent they are, they'll show that. But if it's something that um they've worked really hard on and someone else could potentially take, and you know, it may feel like they're taking or stealing, or um, they put in the all the hard work to gather this analysis, they're gonna use the information and and they don't want anybody else who didn't work on finding it um to be able to use it and to benefit from the information. And so that's what some of those um, you know, strengths overuse could look like for our type fives, our type fours who are striving to feel unique. Uh, long list of strengths over in the episode before this, they're striving to uh feel unique. They are very creative, original, um, visionary, great storytellers, um, and really able to connect with their own emotions and others. But when that energy is overused, come across as a little dramatic, a little melancholy. Um, sometimes too, they can even be a little remote or isolated. And it's it they uh kind of withdrawing, and then they kind of want to see, okay, if I withdraw, um, will people come and find me? Will people come and get me? Me, will anybody notice if I am pulling away with drawing? Um, they might also become a little non-communicative. Um, so you know, fours tend to be really open about emotions and feelings and new ideas and motivated by you know meaningful things, deep conversations. Um, but when some of those um strengths are overused and a four is maybe under stress or feeling not seen or not heard, you'll find them maybe pulling back um on their presence, their communication. They can also come across as a little rigid um and this insistence on being right, which you know, our our ones um have that a little bit and or well, I said a little bit, maybe a lot. Um, but forest can also have some of that um that same energy. And it's not because, oh, this needs to be perfect necessarily, but it's just like, hey, I have this creative, totally original, one-of-a-kind idea, and we need to do it this way. And I know it's the right way. I know that the that this is the right direction. I know that this idea or this product needs this creative touch, this unique spin. Um, and I'm I'm so convinced that I'm right. Um, they can come across or be um be uh experiences maybe a little self-absorbed sometimes too, when that strength of being really empathetic and in touch with their own emotions is dialed up too high. It's oh, look at me, look at what I don't have, look at what I'm missing, look what everybody else has, poor me. Um, and what do I want? What idea do I want to bring to life? Um, and so that can be whether that's their intention or not, it's probably not their intention. They can be um experienced as a little self-absorbed, a little impractical as well. So there is a point, right, with creativity where it's like, this is this is great, this is, you know, you're a creative genius, we needed this, you know, let's go. We we have this unique one of a kind idea for the project for whatever it is. Um, but then there's also this um just being creative, reinventing the wheel for the sake of being different. And that's something that fours, when their creativity is dialed up to a level 10 in certain situations that don't require that level 10, that they will just want to spend time and energy and money and effort and other people's time to make something different when it maybe doesn't need to be. And maybe that energy could be spent on coming up with something new or making something else different or better. Um, and so just you know, them kind of knowing what what battles to what creative battles to maybe pick or just being aware, like, is the adding this creative touch significantly going to improve this process or this product? Or am I just, you know, wanting to make it creative and different for the sake of it? Um and then complicating things in the name of being different, um, kind of the kind of the same lines with that. Um so again, we need we need those strengths. Don't put out the energy that is fueling those strengths, just be aware of when the strengths might be overused. Our type three is striving to feel outstanding, they bring um the efficiency, they bring the focus, they are inspiring leaders, they're in the trenches with their team, they're pace setters, they're high performing, they're leading by example. Um, now when that energy is dialed up to a 10, when it doesn't need to be, um, they can have these unrealistic expectations, both for themselves and for their team. Um, they can put a spin on almost anything so that they look good, their team looks good, the organization looks good, and that is a skill, that is a gift, and that is needed absolutely. It's just when you do it too often, too much, uh, whatever that, whatever that is, it can come across as inauthentic. It can come across as misleading, um, like you're hiding something when you're only looking at the good, you're only spinning um, you know, things to be to be successful when it's like, you know, we we maybe needed to hear about that failure or we needed to hear about the thing that doesn't look so good. Um, and so being aware when you might be doing that if you're a three, uh, taking on too much because threes want to they want to get to the goal, they want to get there fast, they want to look good doing it, uh, very focused on the results. And so if somebody is slowing them down, if somebody's not doing it um, you know, good enough to look good, um, they're gonna say, you know what, just let me do it. It's okay. I'll I'll take it on. I'll take this on and I'll take this on, I'll take this on. I'm gonna go far, I want to go fast. Um, and at some point, right, you just can't take on anymore. And so they might burn out or they might let the ball drop on certain things. Um, and so we need that energy that they have. It's just again, knowing when it's too much. Um, it can be hard sometimes to really know a three because they are so gifted at understanding who's in the room, who's across from me, who's in this group, and then who do I need to be in this situation to be productive, to be efficient, to have a successful conversation, to get the goal, uh, the ball down the field, across the line, whatever it is. And so they are great at that and they make things happen and they get things done. But sometimes when that energy is overused, they sometimes will even forget who am I really? What do I really want? I'm so focused on what I think I should be doing, what I think others expect of me that sometimes threes lose sight of who they really are, and others definitely will experience them as like, I don't even know who this person really is. Um, and they may get caught up in, you know, doing things just for the recognition. Um, sometimes it can be hard for a three to move from individual contributor to manager or leader, where it's now their responsibility to bring up their team for the individual teammates that they lead to get that recognition, maybe not as much themselves like they're used to doing. And that leads to some of that taking on too much as well. Um, they will have that individual contributor syndrome where it is hard to let go. Um, and uh, you know, I'm I've been so excellent at hitting my sales marks. I'm on all the trips, I'm I've knocked my goals out of the water, I'm getting the bonuses, um, I'm getting the gifts, whatever it is. And then they get put into a manager role, and it can be a difficult transition because now it is not just about them. They need to get everybody else on board, and sometimes that can be hard. And then um, we talked about a strength sometimes is this ability to put action above feeling or thinking. Let's just get to the goal, let's make it happen, right? We need that sometimes, and then I also have it as what a strength overdone can look like when you're always level 10 putting action in front of feeling or thinking. Um, a little bit like we talked about with the seven, that can make people feel really not seen, very not heard, maybe even not cared about, maybe dismissed. Um, maybe it's hey, we need to slow down a little bit and maybe, maybe think about this. Bring some of that five and six thinking energy into this. Let's slow down. Like we want to get there as quickly as possible, quickly, efficiently. Um, but do we need to slow down so that we can speed up? And so just being aware of maybe when you're doing that, um, with what intensity and in what situations. Let's see, our type two, striving to feel connected, uh, bringing a lot of um nurturing, very people-oriented, relationship-focused, um understanding what is really going on with people, understanding what they really need, being empathetic, um, connecting others, not just connecting with others themselves, but they get a lot of joy out of connecting other people that would have beneficial or um productive or maybe just enjoyable relationships. Now, when that energy is overdone, it can come across as worrying too much about other people. Rather than focusing on the task, focusing on the goal, they're wrapped up into being overly relationship focused, overly worried about the people and their problems and what they're going through. Um, it can come across as breaking boundaries, both with themselves and breaking others' boundaries, giving unsolicited advice, maybe sticking their, you know, sticking their nose maybe into problems that maybe aren't theirs to solve. Um, and then also it's saying yes, oh, I can help, or sure, let me let me take that on. Um, because they want to be connected, because they're helping so that they can be connected. They might be taking on too much, a little bit like we talked about with the three, but for the sake of, yeah, I don't want to, you know, I don't want to let anybody down. Um, I want people to know that they can count on me. I want to be connected to people by doing all of these things. And so it's breaking their boundaries of saying, oh, I I told my, you know, I told my family I'd be home by six to eat dinner, but oh, you know, Johnny really needed help or Sally needed me to run the numbers. I said yes, and now I'm home at eight. So being aware of that. Um, needing to be liked, people pleasing, many of the types, nines, sevens, um, also come to mind here that are, you know, have this need to people please. Um, definitely twos don't have the monopoly on that, but needing to be liked um can come across. And so they may not have, again, they might not give the difficult feedback. They may not have the tough conversation because they're afraid. Man, we really need to talk about this problem that, you know, somebody on my team is having, but oh, you know, it hate to make them feel bad. Or, you know, they can see the good in everybody, but when that is overdone, it's it looks like putting up with bad behavior, tolerating, you know, um uh what's like unproductiveness or um someone who continuously fails and doesn't meet the goals, um, being intrusive, um, demanding appreciation. So it's like, hey, I did this for you. Um now I'm kind of expecting. So they may be giving with hooks. And last but not least, we have type one striving to feel perfect. Um they are incredibly disciplined, they are very improvement-oriented, precise. They're able to create order and bring clarity. They're great at setting and following procedures. We talked about other things last week. Um, when those strengths are overdone, it can look like an unwillingness to change. Like this is the right way. This is what needs to be done. Um, you know, I don't care. This is what the process is. I don't care what your situation is. This is what the rules say. Um, so with some of that black and white thinking, they may not be making room for fun. And um this is kind of that that line to the seven, where sometimes called their neglected strategy, striving to feel excited, can feel very irresponsible, reckless, um, uncertain. It can feel uh, you know, unresponsible, not being responsible. Uh, but sometimes this is exactly what a one needs to kind of balance some of that routine and discipline and organization that comes so naturally to them. Um, so they may kind of, you know, it may feel like if you're on the team with the seven or being led by the seven, they just kind of suck the fun out of everything. And not that work needs to be the funnest place on earth. I don't think anybody's going into their jobs thinking, oh, I'm here to be entertained, I'm here to have fun. But there can be a little bit of that woven in, you know, to getting results and hitting your goals and making things happen. There can be a little joy and fun mixed in there. And so one's being aware of that. Um, of course, they have a nickname called the perfectionist. So, of course, the striving to feel perfect can be overdone to perfectionism and not moving on things, not taking action until it's perfect enough, which will never happen, as we know. Um, some of this improvement-oriented uh skills can come across as being critical, um, being maybe um well, and self-critical as well. I will say that will be something else, but you know, very critical. It can always be better, nothing's good enough. And that can be really discouraging to work with somebody or to report to somebody like that, right? Um, they can come across as inflexible, rigid. Um, and sometimes ones can be experienced as distant. And this is a this is what a strength might look like when it's overused. Um, looking at the strength of being really diplomatic and discerning and uh politically correct and and pretty rational overall. Like those are incredible qualities that those are natural skills and gifts, um, strengths that every team needs. It's just you can kind of see when it's overdone, when it's dialed up a little too much, that can come across as maybe insensitivity, just feeling distance, being a little too task-focused, a little too improvement focused versus focusing on the person, the relationship. Almost the opposite of what we just talked about with the type two. Sometimes they overdo it by focusing too much on the person and not enough on the task at hand. And the one can get in trouble with almost the exact opposite, being too task-focused and forgetting that you know, they don't work with robots, they work with human beings. So um, there are other things, of course, that we could add to this. And again, not every type will present this way, not all types when they're stressed will necessarily look this way, but the these are some common tendencies that the types will have um when their strengths are overused, some qualities, some characteristics that might present themselves to their teammates, to those that they lead, those that they're being led by, um, when so many of their strengths that they have are just dialed up a little too much. And so that is the work for all of us and what we will always be working on, uh, probably for forever and ever, is dialing it in, constantly trying to kind of dial it in. Okay, let me use this like, you know, strength of being diplomatic and rational. Let you know, where does it need to be right now with this project? This conversation in this particular relationship? Do I need to turn it up? Do I need to turn it way down? Where does it need to be? And so, in order to be able to dial it in, we first need to have that awareness of where are we right now? What are our strengths? What might our derailers or our blind spots be? Where do we want to go? What's the best way for us to get there? And then, you know, how how do we go about doing that? What would what where do we dial it in? Where do we dial it up? Where do we dial it back? So I hope this has given you some things to think about for both yourself as you either continue to narrow down your Enneagram type, sometimes understanding where strengths are overdone can be helpful. Um identifying specific or a specific area of growth for you as you move into a new year. Um, and then also understanding your teammates and appreciating your teammates more. Maybe you heard some qualities over here that you know you recognize in a teammate. Um, and they say, oh, it drives me insane when they're always coming up with new ideas, when they have this, you know, always looking on the bright side can just drive me crazy. But you also really appreciate, you know, their optimism and the new ideas in certain situations. So we don't want to completely, you know, tamper or uh put out the the the fire that lights these strengths. Um, it's just noticing, okay, they're overdoing it right now. I do appreciate it though in this situation or at this intensity. Um, and so, you know, maybe it is it can help us give give us some language to give more constructive or helpful feedback about how to communicate with you or what works for you, what doesn't, give you some of that language and insight. Um, and then like I said, just kind of an appreciation for wow, yep, that sometimes drives me crazy, but you know, at the same time, I really appreciate that energy in these other situations. And so just remembering that maybe when when they drive you insane. So with that, um, as always, thank you so much for being here. Um, if you happen to be a team leading a team, you're your in-house Enneagram champion, or you wanna be, or you um are an HR leader, a manager, um, looking for some entertainment, some education, some team building, culture building. Maybe you're already planning your off-site or team retreat next year and are curious about what it might look like to bring an Enneagram NBA experience into that. Um, I would love to talk with you. You can start um over on our website at Enneagram NBA to start getting a um an idea of some of the options that we have over there. Um, and then we can always talk to customize, scale up, scale back, add to, add some creative new things in there, depending on your team's unique um goals and interests and uh dynamic for that particular event. So thank you as always, and I look forward to seeing you back here next week.