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Well, welcome back to another episode here on the Enneagram at Work Podcast. I am your host, Sarah Wallace, and we are continuing on with a series that we started last episode. Really a kind of a crash course overview on each of the nine types, which we did at the very start of the Enneagram at Work podcast over three years ago now. And that continues to be one of the most downloaded episodes. So what we're doing now is just giving kind of a refreshed uh where there's new insights, new examples when it makes sense, take on each of the nine types, and then we're breaking them up into shorter episodes. That was quite a quite a long episode where we did all nine types overviews. So here uh when we're doing them one by one, that way if there is a specific um episode that you want to learn more about because it's your own type, it's uh a specific person's type, you'll be able to more easily access that. So um we had we are back from a conference. The Texas County Clerk Association had their annual conference down in uh just outside of Austin, and I got to be a part of the conference. Uh, we had a whole morning dedicated to sharing about the Enneagram, learning about the Enneagram. There were discussion opportunities, little breakout opportunities, and it was such a great group. It's always fun. We have been planning over a year, I believe, with that group. Um, so it was fun to meet the hosts in person. They were so wonderful to work with. Um, it was great to be able to meet them in person. And then the the conference itself was so fun. And I think it's just a testament to the culture that the organization has built and the type of people that it has attracted. Um, it was a large group. There was close to 200. I think they had to cap it at 175 people, and that's a lot of people to raise your hand and share a personal insight about yourself, to ask a question. Um, we did some role playing, and so that is a big group to step out and do some improv role playing. And the group was awesome. So uh I guess just a shout out to the Texas County Clerk Association if you happen to be uh a member listening. Um, wonderful group, such a fun group, um, so engaging, and uh really enjoyed, really enjoyed that one. Uh, we have a couple other team specific workshops coming up. So, as always, I'll be sure to pass on some takeaways. I think the biggest takeaway that I heard is is something that I hear almost every single time, and that is just people love to talk with one another about what they're learning. And so if you are thinking about doing this with a guided facilitator, I would absolutely make sure or ask about what opportunities do you have in addition to the content and the education for us to chat. Or maybe it's okay, we uh we don't have a lot of time in the agenda for a guided facilitation. Um, so maybe we'll get the insight from a professional and then make sure that we set aside time as a team to facilitate discussion. Um, if you're doing this on your own, I would say, you know, introduce the concept high level and then give people as much time as as you can to talk. Um, this is something that I feel like is I always am taking away, but it just continues to be so um just uplifting, I think encouraging, really uh fun that people want to talk with one another. And um, we have to start with the education, with the content piece, so we have something to talk about. But at that point, um, you know, I I have scaled back, we have scaled back how we talk about and introduce the Enneagram in our workshop so that we there's always some activity where people get to talk. So anyway, I'll I'll I'll leave that one there. Um, but today let's jump in to our type two overview, specifically how does this type show up in the workplace? And our type twos are striving to feel connected. Um, the most of the overview that you'll hear from today is taken from the awareness to action model, where they talk about striving to feel. Last week we talked about type one, striving to feel perfect. What does that mean? What does that look like? Strengths, overuse strengths, pet peeves, um, how they might drive other people crazy, um, all specific to the workplace. So if that is of interest to you, you'll have to be sure and catch that one. And we're gonna be doing type three next. But today we are doing type two. Um uh this type is striving to feel connected. You will hear it called the helper, the giver. And those terms aren't necessarily wrong. It it's just that it's it's so much more than that. It's it's a layer deeper than that. Uh, they help so that they can feel connected, they give so that they can feel connected. And so that striving to feel connected uh is just such a relevant word. And that I also think uh just does a great job of describing. So striving to feel connected, these types uh they value or they are valuable in the workplace for their ability to kind of be the relational glue of a team. Uh, they have a lot of empathy, a lot of emotional awareness. They are very focused on the team. How can I support the team? Their leadership style is known as the coach. And we're gonna talk a little bit more about why that is, but it is because they have such a superpower of being able to really see people and see all the different individualness and each of each of the people and really kind of coach differently, not some big blanket leadership style. Now, the thing that makes the two a two is striving to feel connected. So at the end of the day, their root logic is if I can feel connected, typically my needs, my goals are going to be met, my wants are going to be met. So that logic influences their thinking that then will influence their behavior. So there may be, there will be some common tendencies among our type twos, and there will also be some very different expressions of behavior of our type twos. So we always, with all of these, have to be really careful about making this about behavior. And we'll give examples. People like examples, that sometimes they can be funny, but always know that just because you don't show up that way doesn't mean that you're not a type two, or just because you do doesn't mean that you're necessarily a type two. Do something that a that's associated with a type two behavior. Um, it will always come down to that. What do you want the most? What is your go-to strategy out of all nine types? Striving to feel connected in this case, you could also do the inverse. What what would be worse? Um, striving or let's see, it would be worse to be disconnected from people. So if you're matching up uh two or three pairs, you're really struggling with am I this or am I that? Sometimes that inverse can help. Now, I'd also want to say before we get in here that type two energy is often stereotyped as feminine because uh I think culturally we associate helping, we associate nurturing emotional caretaking with women. But this is a stereotype, okay? It is not an indicator. You will find plenty of male type twos. They can be some of the most influential, some of the most connected, some of the most intelligent, emotionally intelligent leaders in an organization. And people of any gender can bring the strengths of type two energy, the connection, the generosity, the support, the relationship building into their leadership. Okay, I think that this is important. I I see the gender um stereotypes really show up in type two and then also really show up in type eight. Um, this can get interesting. Where let's see, I guess where this gets interesting is that the culture really does shape how a type two behavior is expressed. So for example, in women, type two traits may be expected or even taken advantage of. Whereas with men, these same traits may really stand out as uniquely supportive or emotionally attuned because maybe we're not as familiar with with watching, seeing how that might play out. Um, in non-binary folks, this energy often shows up in a really um in a really nice fluid way that balances care with agency. So the takeaway here is that type two is not gender specific. Connection isn't feminine or masculine, it is human. Okay, so I I wanted to touch on that. We'll probably do something similar when we get to the type eight. I think for all of these, there's definitely a way that it might get expressed more femininely, masculinely. But again, at the end of the day, the thing that makes the type the type is that core driver, and then it will get expressed differently. So wanted to say that um as we look at what the core logic, what the core motive is for a type two, like what makes the two a two? It is their desire to feel valued, appreciated, and connected. They are going to focus on relationships, emotional bonds, people's needs, and then how can I help meet those people's needs? They are great at helping others um meet their needs, make meet their goals. They're able to strengthen connection. And quite frankly, a lot of them like to strengthen that connection, like to be supportive and feel needed so that they can feel indispensable. Um, that feels like, okay, for somebody who is striving to feel connected, that makes sense. That means we're our connection is going to be strong, our connection can grow, our connection is not going to get disconnected if you need me. Now, I will also say on this that type twos aren't necessarily going around helping random strangers on the sidewalk, walking along the sidewalk. They're not necessarily bringing casseroles over to their neighbors, which I think sometimes they they do get a reputation or there's the stereotype of being warm and fuzzy and you know, kind of overgiving. And while there may be some version of that play out, that is that is not every type twos expression of the type. Um typically it's I want I'm striving to feel connected to the people that matter most to me at work, at home, and my friend group. So um it isn't it isn't everybody on planet Earth necessarily. Now, the strengths that they're going to bring to a team is their ability to really tune in to other people's emotions, to really um see people and understand and notice maybe some unspoken needs. It's kind of the um, you know, hi, how's your day? Fine, right? We always say fine. And a type two is going to be somebody who's gonna be really dialed in and gonna want to take the time to really understand, no, something's off. Like, tell me how are you really feeling? How are you really doing? They are wonderful at relationship building, rapport building, really creating cohesion inside a team dynamic. They offer encouragement. It just kind of comes natural to them. They don't have to be like, what should I say? How do how do I word this? It just they are natural encouragers, um, they are naturally supportive and they are going to naturally advocate for others. They're willing to step in, um, pitch in, lift others up. They really feel like, hey, I shine when my team shines. I shine when other people shine. And uh this is such a wonderful quality in a teammate and a manager, quite frankly. Now, we always talk here at Enneagram NBA, not about strengths and weaknesses, but about strengths and overuse strengths because ultimately the striving to feel connected, when it's really dialed in, it's gonna look like what the list that we just talked about, those strengths. And then sometimes, um, depending on the situation, depending on the person in front of you, depending on what kind of day you've had, stressed, tired, you're you're gonna overuse striving to feel connected. And sometimes striving to feel connected when you're overusing it looks like overhelping, taking on other people's responsibilities, letting your responsibilities maybe fall. And so for the sake of somebody else, taking care of somebody else, or maybe you just pile it on. And sure, every once in a while you may have to do that, you may want to do it, but doing it over and over long term is going to be um probably not very sustainable. Some some sort of burnout is gonna happen in the future. Um, boundary challenges can be an overused strength where typically our people are type twos are yes, I want to help, I want to support you. Um, I want to shine so that um I want to help you shine so that I feel like I shine. And there comes a time though when a boundary gets crossed, both by the type two. They're the they say yes, yes, yes, yes, yes. And they have a lot of trouble saying no, even when they're booked, even when they have 25 projects already on their plate. And they can also blur the lines of other people's boundaries by wanting to help when it's maybe not wanted, um, giving unsolicited advice when, you know, uh, and then feeling almost offended when somebody doesn't take that unsolicited advice. Um, they do have a need, and I think we all do, when we help, when we give, it feels good to be appreciated. All right. So this isn't just a type two thing. I think all humans probably do this, but they do have a need to feel appreciated, and it can lead to resentment, or it can lead to that highway to an eight that we talk about. Um, when those efforts, that hard work, that additional support goes unnoticed. Sometimes twos will have to be careful of giving with hooks. Are you giving for the sake of giving, or are you giving in hopes that you will get something in return? Um, the other overuse strength that I had here is a tendency to avoid their own needs. And it can feel really selfish for twos sometimes to focus on their own needs. What do I want? What do I, what do I need? What do I want? Yeah, that's a that's that's a big one. What do I want? Um it is actually incredibly selfish to neglect those things because when you neglect them over and over and over, it's like the the whole putting on your own oxygen mask. Like, sure, you can live without oxygen for, you know, I don't know, a couple seconds, you know, half a minute, whatever. Um, but at some point, you're gonna need to take care of yourself. You're gonna need to put your own oxygen mask on so that you can stay alive, stay healthy, be in a good place to be able to take care of all the people that you sow that brings you so much joy and fulfillment to to support, to do for, um, to connect with. And so that will be something that our type twos will will have to um kind of change the narrative around that self-neglect is gonna lead to burnout. And that actually ends up being selfish because then you're not able to show up because you're tired, you're hungry, you're sick, because you haven't focused on yourself. You've you're out of touch with your own needs, physical, emotional. Um, and so that that will be a big narrative reframe for our twos that actually taking care of yourself is not selfish. All right. So as far as um, and if if you're watching this on the YouTube video, I will just apologize. I um the time of year, I, you know, my nose is running. I keep trying not to not to itch it. But if you're watching on the YouTube um channel, you're gonna see me probably uh messing with my nose a lot. So apologies uh in advance for being a little distracting there. Um our type twos, how they show up at work. They're they're gonna be the ones that are valuing harmony and collaboration and emotional connection. What an amazing teammate! They um can use that skill set to be wonderful at onboarding new hires. They know what it's like, um, making that people feel welcome, making those people feel welcomed, seen, taken care of, connected with immediately with somebody on the team. They can be great at mentoring, really any sort of um people-centric role. They're gonna be great at leadership, managers. Oh my gosh, what what what great uh strengths to have in positions like that? And they're going to um, they're gonna be motivated by feeling needed and helping others. Now, we talked about their leadership style, it is known as the coach. And this person, this leader is going to create a really supportive, probably a really warm team environment. They're going to invest deeply in developing their people, nurturing their people, and it be a very um individual plan. Sure, there might be like some blanket initiatives everybody has to do, um, but they're really gonna see the different people on their team and be able to kind of tweak what they need. Um, what what do they need to advance in their career? How can I help them? That's that coach uh kind of vibe. They're going to build loyalty because they're great encouragers, they give people that personal attention. Um, whenever we talk about the type two in our workshops, we talk about how they're kind of the ultimate hype person. They are hyping you up, they're making you feel like you can do anything, they see the best in people. And this is such a strength that this comes natural to them. And it can be an overused strength, or sometimes to their their detriment, because even when somebody might need to be let go or somebody might need to have a really difficult conversation or put on a performance plan or whatever difficult thing might need to happen, it can be really hard for the two to make that call because they can see the best in everybody typically. And it's like, let's just give them one more chance. Let's just let's try this, let's, let's try this. And so sometimes they can put up with bad behavior longer than they should because they they they they see the potential. They see they can see the best in people. Um, now challenges as a leader is going to be taking on too much. The the boundaries that we just talked about, uh, rescuing people. Again, not all these are always bad, always good, but just something to notice. Um, favoritism can be a challenge for our type two leaders, and then emotional exhaustion. So, meaning um they can be emotionally exhausted because they are worrying about their people. Are they are they doing okay? Are they struggling? And and start to take on um more of that emotional empathy versus the cognitive empathy where you don't you don't get as emotionally entangled when you have that cognitive empathy. Um, so that will be something to manage to be aware of, to to assess uh in in yourself. And then also if you happen to be leading a another type two manager or somebody on the team, keeping these things in mind. Um, I think on the flip side that it can also be at times emotionally, they can be emotion, they can be experienced as emotionally overwhelming, maybe emotionally exhaustive, um, because they care so deeply, they're they're not necessarily um mean and confrontational. But if they feel like somebody's messing with their people, there's a decision that's gonna be made that is going to impact their. Team in a negative way, especially, they're going to go toe-to-toe and they're going to get passionate and they are going to get emotional. And that is okay. We are having a human experience. We're going to have emotions. Again, it's just it does the time call for that, or is it more of a let's approach this with logic and rationale? Or let me, you know, hold this in for this meeting and then direct, um, have a direct conversation with a one-on-one individual. So just again, some things to keep in mind. Not every two is gonna struggle with these, but but some tendencies, like we talked about. Now, in the workplace, we always have pet peeves and preferences. And for our type twos, we talked about they really it can really bother them when they feel unappreciated. So if you work with a type two, making sure that you're recognizing their efforts, calling those out specifically. Um, they hate to be left out of meetings. You can't invite everybody to every single meeting, but as much as you can, making sure that type two teammate is included or giving them opportunities to be included in additional things. Um, they do not like cold transactional environments, conversations, and and you know, again, on the flip side, some people might be thinking, this is work. Uh, let's just get to it. We have a busy day. We start now. We don't, we're not gonna talk about hi, how are you? How was your weekend? Tell me, you know, tell me about your vacation. Um, otherwise we're gonna be behind. But that can feel really cold and transactional to the type two, just to sit down, especially sit down for a one-on-one conversation and just jump into it. That's gonna be hard. That's gonna feel very abrupt. So if you know that you're going into a meeting or a one-on-one with your type two manager or teammate doing what you can to just even add five minutes, five, 10, 15 minutes to the agenda so you have that rapport building time. Um, and then let's see, I also had abrupt communication, dismissiveness of feelings, um, kind of the same thing, and then lack of acknowledgement of their of their contributions. They want to be appreciated and they want that specific feedback about the help, support contributions that they made. Now, twos a lot of times will say, I love it when we uh can have that warm collaborative communication. The hi, how are you's? Um, they really love it when they can know their teammates as a as a person, not just what they do. So they might it might feel nosy if this isn't something that you're used to, but they're asking questions, they're engaged, they want to know what's going on in your life because they want to know you. They truly want to know you beyond just your job title or your roles and responsibilities. Um, they will love opportunities to uh offer more support, connect more, mentor more. So as much as you can as you develop your type twos, looking for opportunities for them to do that. Um, and then being appreciated and recognized for all the relational labor that they are giving, even if it's just small gestures. Um going back to the opportunities to support, connect, and mentor, we had an interview, I'll link it in the show notes with a type nine manager and a type two teammate from the um one of the departments in the IT group for uh the Dallas Cowboys. And the type two was saying, you know, I've I've had my I've had to have a conversation with my manager about how many different groups I'm a part of because I want to be in this special group. I'm gonna be doing this special project. I want to do our um help with our uh, you know, out of office but co-worker kickball team, um, help lead that. So she was involved in all these different activities, which felt really connecting. And then the type nine manager, you know, had just shared that is something that they have to stay in communication about because sometimes doing too many of those things pulls her away from the job that she actually needs to do. So I thought, gosh, what a textbook kind of type two challenge. And uh you need that. It's just how much do you need based on what else is going on, the time, the season, whatever might be going on. But but our our type twos are gonna need those types of opportunities. Now, when you're giving feedback to a type two, I think the biggest thing to remember, some people just want you to get to it. Like, don't sugarcoat the truth, don't give me the sandwich method. But I do think that for twos, um acknowledging their effort and their care and being genuine about it to start the conversation off can really help again start to build that rapport. So then whatever hard thing that you need to say um is going to land with a little with them knowing that you care and that you appreciate them. Um, you want to be clear, you want to be direct, um, you clear is kind kind of in in this situation. Um, obviously, with any type of feedback, I think most I well, I don't want to say obviously, but a lot of times it it's focusing on the behavior and not their identity or intentions. I think most twos have the best intentions. It just may not may not land right, and and and that's okay. And then I think one of the most important things to remind them at the end of any sort of feedback or difficult conversation is that your relationship is okay. Hey, we just had this hard conversation. Maybe somebody cried, maybe somebody yelled, uh, maybe somebody's disappointed. Uh, but when I mean when it is gonna be okay, which hopefully is most of the time. Um, just making sure that you acknowledge that again as the type twos manager or their teammate and say, hey, I know this was really hard. We're gonna work through it. You matter to me. This relationship matters to me. Um, and we're and be because of that, we're having this conversation. If I didn't care about you, we wouldn't be having this conversation. So you might already be feeling that you might have said it a month ago, a week ago, but saying it again, um, reminding that that type two in front of you, especially at the end of a hard conversation, can mean the world. Now, how can a type two approach feedback themselves or give feedback? Um they're going to have a tendency to do the the sandwich method. And so the biggest thing for our twos to think about giving feedback is is the directness is to not you know not overly sugarcoat it. Still be clear you can do the sandwich method, but make sure, because this can be a challenge sometimes, that you don't spend so much time on either end of the sandwich that the feedback that you're trying to get is just so short, it's so quick, it's a little unclear. And so that person might leave thinking, oh wow, I'm actually doing awesome, or not really sure what they want me to work on, but it sounds like I'm doing a great job. So just as a two, be a be a little cautious of of that. Um, that directness can be, can feel mean, it can feel harsh. I think this is true for our twos, our sevens, uh, our nines, especially. Um, but it goes back to clear is kind. You're actually helping, you're actually being kind. Um, you're probably gonna be able to have a better connection with that directness with the truth. Now there's a lot of reasons we talked about male, females showing up differently as a type two culturally. Um, you're gonna show up differently depending on, you know, where you're from, um, country of origin, area of the country. Um, you know, all kinds of things are gonna play into are you a parent or not, or all so, so, so many things about our human experience is going to factor in how your two gets expressed. Okay. So that is that is that is just being a human. There's no way to capture all the humanity um in those, in those nine or 27 types. Um, so there's that to consider and to get curious about. We do have the second dimension of the Enneagram that gives us the 27 types because we overlay the three instinctual biases with each of the types. So each type ends up having three different flavors or three different kinds of subtypes. And so that is going to factor in to how each type gets expressed. Our preservers, when you when our preserving twos, um, as you might remember, our preservers are focused on the nest, the home, resources. Um, do we have enough? Are we safe? Uh do we, are we being responsible? Traditions are really important. So when you overlay that with striving to feel connected, um, you're going to probably look to caretake through practical support, like meals, errands, logistics, the to-do list that you have to do at work. Um, these people might be a little bit more of behind the scene connectors, helpers, support system. They are probably gonna be warm and nurturing, probably pretty grounded. Um, and this out of all three of the instinctual biases is is probably going to be the most modest or practical type two. Okay. Um our navigating type twos, as a reminder, our navigators are focused on the navigating group dynamics, understanding um who's in charge, the hierarchy. They don't necessarily need to be in charge, but they want to understand where they are, who where everybody else is, roles, responsibility, um, information sharing. So when you overlay that with the striving to feel connected, these people really focused on the group, um, making sure they belong, making sure other people feel like they belong, relationships out of the off the charts with this one. Um, they're gonna have a lot of social influence, most likely. Um, these are the type of people who's probably gonna know everybody's stories and feelings and all the little nuanced dynamics that happens inside a team or inside a group. And they're gonna be really great at building community, um, getting everybody, helping everybody to get along, building that group cohesion. Okay. And then the last one is our transmitting type twos. And as a reminder, our transmitters are wanting to go far and fast, leave a legacy. Um, they're comfortable being noticed. They're gonna put kind of that transmitting beacon out into the world. And then when they find someone interesting to connect with, they're gonna put all that attention on that person when they're done. They're gonna pull back and do the broadcasting, narrow casting back and forth is gonna be be something, they're gonna be a little bit more open to risk for the sake of being able to do something big, do something meaningful, do something long-lasting, leave an impact. So these, when you when you overlay the transmitting with the striving to feel connected, these type twos are gonna be big, magnetic, probably very charismatic, have a lot of charismatic energy. Um, they might um, you know, have some magnetic pull um with the way that they connect and support. So maybe um, like I see you, I care about you, I I choose you. Um, they're gonna have a strong one-to-one connection. They're going to want to have a big impact on their team, um, on the organization, on the world with how they um can support people, be connected with others, they're probably gonna be very charming. And these types can look a lot like, and when I say look, can can have some behavior similarities to what you might think of as a three or a type seven, three striving to feel outstanding, seven striving to feel excited on the outside. So, and that that makes sense. But again, the thing that's gonna make this person a type two versus a three or a seven is that that core logic, striving to feel connected. Um, when you add in the transmitter, that's gonna look different versus a preserving two, but all of these have that core logic of striving to feel connected. Um, really quick, we've done some specific episodes on this, but just for people who are kind of getting the crash course, there are some things that we've talked about, how you your strengths to lean more into, and then ways that you might be overusing those strengths. There's also going to be two resource points or growth paths for our um type two. And one is they have a connected line to the type eight. So that's really good to remember to bring in some of that assertiveness, bring in some of those strong boundaries to claim their needs directly, clearly, even when it might feel uncomfortable or it might feel too mean, or it might feel like, oh, I'm gonna ruin this relationship if I say no or I say it in a really direct way. Um, so but they could they can pull in some of the strengths, the directness, the boldness, the clear communication that our type aids have, and and really help them set and communicate their boundaries clearly. Um, that can be a huge growth opportunity for our twos. Just what is that boundary? What are you um able to do before you burn out? And then hold strong as much as you can. Um, and then embrace a healthy dose of empowerment and directness. Uh, the other line that they have is to the type four. And this is the one that they tend to neglect the most because our fours are striving to feel unique. And our fours have a reputation for being really in tune with how they feel, have a um a large level of self-awareness. They do a lot of introspection, thinking, how do I feel? What do I need? And that to the two who's striving to feel connected can feel a little selfish. So that tends to be the one that they neglect the most because it's like if you're striving to feel unique, then you're stepping away from the group. You're not looking to necessarily be connected. Um, there's a lot of growth opportunities in here for our type twos to be able to tune into their own emotions, not just the emotions of others, but how are they feeling? Um, allow the space for their own needs and their inner life. Allow that. Don't feel bad and don't let it um make them feel selfish, don't make them feel guilty about that or make themselves feel guilty about that. Um, and then taking the time to kind of slow, like go within fours, fives, nines um are known to kind of withdraw in certain situations um to think about things. Our fours tend to kind of pull in, um, reflect. And our twos can can take that superpower, that that strength, and use that reflection to really think about what do I really have going on? What do I really want to do? Does this meet, does this align with my goals before just jumping in and saying yes and helping? So what is what's something you can do in the real world? I got a couple of examples experiments for you. So if you are a type two, you can practice. You don't even have to practice saying no. You can just practice saying, you know, let me think about that and I'll get back to you. Okay, that that might even feel kind of hard because you're so yes to saying, yes, sure, I got you. Um, but just practice. Let let me think about that and get back to you. And so maybe for the next week, but you don't allow yourself to say yes to anything. That's your response. Or maybe it's just a day, right? Maybe it's just a day. Okay, let me let me see how that feels. Let me let me see how that how that goes. And then maybe while you're thinking, somebody ends up solving the problem that they came to you for anyway. And so you don't even have to add that to your plate. Um, so that can be a big one. Checking in uh with your own needs before you offer help. Sometimes people aren't even asking the twos to, you know, stretch themselves thin. It's the two feeling like, oh, I should offer help, right? So before you do that, check in with your own time, your needs, your resources. Is this something you're actually able to take on? Um, and then are there opportunities or look for the next opportunity to let someone else take the lead or solve the problem before you jump in to help? Now, if you work with a type two, something that a couple of things actually that you can do is to make sure that you express your appreciation specifically, clearly, and often, right? You might think, well, listen, I told them in their review last year that they were doing great. I told them uh last quarter that they were great at this. No, the these are probably the type of people that are going to want and need to hear it often. And they're gonna want to hear it specifically. What specifically do you appreciate? Right. So that that can go a long way with your relationship building with the two. Give them opportunities to connect with people if you're leading. Um, but you know, working with them to make sure that it's not too much, but they will need some sort of outlet for that. So as much as you can finding an opportunity or two or three that allows them to connect with people. Um being mindful that you're not taking advantage, whether you're a manager or a teammate, that you're not taking advantage of their willingness to help. Um I think the twos feel it a little bit. They probably sometimes might think, gosh, they know how much I have on my plate. Yet here they are asking because you they know I'm not gonna say no. So again, is there somebody else that you could ask? Could you ask later in the week? Um, could you take a stab at it? You know, there's all kinds of different ways to maybe navigate. I think so much our default is, well, let's ask the two because they're always helpful. But is there somebody else to ask? Um, and then I think that this would probably make a two cry, maybe. Um, it could also make them feel um surprised. I and I'm not sure that they may even know if this is the first time they've been asked this question, but it can be really powerful to ask, hey, how can I support you without assuming that they're fine, without assuming that they got everything handled? Um, they're out here always asking, finding ways to support their people. I know that it would mean the world, even if it felt kind of weird or uncomfortable at first, to have that asked to them. How can I support you? What can I do for you? Um, it could uh that could be a really powerful relationship builder with your type two coworker. Um, all right. So if you are two, you have some things you can do. If you're working with a type two, you have some things that you can try to be a more supportive teammate to enhance your collaboration, your listening, your communication, your working relationship overall. If you happen to be a type two and there's anything that you would add, anything maybe I didn't get quite right, a specific example, a funny story. Um, if you happen to be a two and you want to bring on a coworker and talk about your type two coworker dynamic with whatever other type your coworker is, I would love to hear all of that. So please reach out at enneagrammba.com forward slash contact. Let me know that you heard this episode and uh whatever whatever it is you want to share or are willing to share, potentially as a podcast guest, um, inside that that short message box. And then I will say these are the types of things that we get more into during our half day, full day workshops or our Enneagram um programming. So I'm gonna invite you to learn more about all of those opportunities over at EnneagramMba.com. And with that, um I I hope to see you back here. Thank you for being here, and I hope to see you back in the next one where we're going to dive into the type three striving to feel outstanding. So I'll see you in the next one.