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Welcome back to another episode here on the Enneagram at Work podcast. I am your host, Sarah Wallace, founder and managing director here at Enneagram MBA. To kick things off, I want to share an announcement. And that is for the rest of March and then for the month of April. We are going to pause the podcast. And what I'd like to do when we return is jump into kind of a series or I guess kind of new direction for the content, the episodes, around coworker, chemistry, teammate dynamics, and looking each week at a specific pairing. And then if there is an additional topic that might be fun or interesting for you to hear about, we'll also add that in. So maybe some weeks you're getting two episodes, which will just kind of depend, but at a minimum, um, we're going to be looking at matching each type up over the next several weeks and months when we come back. And the reason why we're doing this is because this tends to be um one of the most common asks, one of the most common questions when we uh in our post-workshop surveys we'll um we'll ask the question, what would you like to see more of? And there's always some version of I'd like to understand how to specifically use this with a type fill in the blank, as a type six. I want to better understand how to use this with my type one manager or whatever it might be. And uh this is also the angle topic for uh what I put out into the universe last year as a book, our coworker chemistry field guide. And so I thought, let's kind of we're gonna hit a couple birds with one stone. Or I guess why do we gotta hit birds? We'll just we'll knock out a couple things at the same time. And um that's what that's what to look forward to. So we have that. I did want to let you know there's been a pause, and I know that um there have been, even just recently, a few weeks that an episode hasn't published. And I will say that is on me. Um I had a terrible cough. It was, I call it like the kennel cough. Uh I could not even get through uh couldn't even get through the amount of time it would take to say, hey, I'm I'm struggling. Um, we won't be doing a podcast this week. I couldn't even get through it. So this is the first week, I think in three weeks, where I'm not coughing. So uh I apologi apologies for that. But um this was always on the plan. It was gonna be kind of March and April. And so uh I just I did I wasn't able to tell you sooner, but here we are. So um that is coming up. So to give you kind of a feel for what to expect when the podcast returns uh in May, I'm gonna do a matchup today. We're gonna look at our type one and type two. And uh these on the surface could not, almost could not be more different. Um, we're gonna look at um kind of the strengths of each type, just a refresher. I know that we've talked about those in in multiple different episodes and different ways. We're gonna do a quick refresher. What makes a 101, a 202? Um, what are the strengths when these two pair up? Where might some potential friction points be? And then we're gonna look at it through the lens of if you happen to be a type one leader leading a two, what are some things to keep in mind about that dynamic? And then vice versa, if you happen to be a type two leader leading a type one, what are some things to keep in mind? This will not be all-encompassing. Um, I have notes that I'm that I uh uh have prepared for this. As I do this, though, there's always another example from a workshop or a conversation or something else that comes up. So um know that this will not be comprehensive in uh teen dynamics, coworker chemistry dynamics for each of these, but hopefully it'll give you some things to think about if you happen to um be one of these or working with one of these types. And then uh as always, I would love to hear from your real world um coworker dynamics. So uh if there is a specific dynamic that we talked about that you have playing out in the real world and would like to share something funny, um, reiterate a point that I made, maybe share something you think I got wrong, um, add to the conversation, I would love to hear from you. And as always, you can share the that feedback at anyagrammba.com forward slash contact is probably going to be the easiest way. Um, so with that, let's get into it. Uh, when we think about our our type one, we kind of have um what some might see as the most um meticulous, detailed rule follower colleague. And we're partnering that person up with um stereotypically one of the warmest, most relationship-driven teammates. And so there's gonna be some wonderful synergy with that. There's also gonna be some potential for friction with that team, the with that matchup. Um, so let's let's reintroduce the the types as a refresher. Um, our type one, as a reminder, is striving to feel perfect. Sometimes they're called the reformer, the perfectionist. Um, they tend to be very principled. They are driven by doing things right, doing things the best way. Um, and typically it's it's not just the best way, it's kind of like this is the only way. It's because it's it's the right way. Um, their inner critic is incredibly loud. We all can struggle with an inner critic. This type tends to have a very harsh mean inner critic. It's always talk about whenever you feel like a type one is critiquing you or being overly harsh. Um, that's something that they very well might need to work on a bit. Um, but just know that that voice, whatever criticism they might be dishing out to you, that I will I will hear from them. It's 10 times louder inside their own head. So that might help offering a little bit of compassion. They have very high standards, very strong work ethics, ethics about what is right and wrong, what is ethical, what is not. They do not like cutting corners of any site and of any type. And this is um one of the nuanced differences if you struggle between am I a one or am I a three? Again, not all the time, every time, but most of the time, threes are gonna be a little bit more comfortable cutting corners for the sake of efficiency, for the sake of um getting the goal, the job accomplished so that they can move on to the next one. They don't want to turn in, you know, terrible work by any means. But if it's B plus and they kind of get away with that, that's fine. Whereas type type one needs to be A, no cut cutting corners, um, review everything, look at it again one more time. Um, and underneath that thinking is this fear that they're just kind of inherently, fundamentally flawed. Like I just I so I gotta work hard to be good enough. Um I gotta work hard, I gotta be right so that I am worthy, um, so that I am accepted. Our type twos um are striving to feel connected. So whereas the type one tends to be very task-oriented, our type two tends to be very um relationship-oriented, I will say, uh, while we tend to predominantly follow the awareness to action um Enneagram framework here at Enneagram MBA, there are other Enneagram takes out there that talk about um stances. And they're that's just a it's a grouping. And there is a grouping um with other Enneagram theory that says the one and the two and the six are in a group called the dutiful stance or sometimes the compliance stance. But really it's just um they are they have a natural tendency most of the time to put others the what's best for the group. Um, and they'll do it maybe for different reasons, but it's not so much what's best for me. Sometimes like the three or the seven or the eight might sometimes struggle with. Um, but it's very much that they care about the group. And so this may not be best for me, but it's best for the group. So so let's do it there. So they the ones and twos have that in common. It's just how that gets expressed might look a little bit different, um, depending on the type, and then also depending on the instinctual bias. So our type twos are driven by the the desire to be needed. Um they feel like I'm valuable if I'm needed, so they're gonna put themselves in positions to be relied upon, to be to be um indispensable. Um, they tend to be warm, uh, really tuned in to people's feelings. I guess empathetic is the word. Um, they tend to be very relationship oriented. So these are the people that might lead a conversation with, hi, how are you? How is your weekend? And truly want to know how are you, truly want to know how is your weekend and need a little bit of rapport building before jumping into it. Whereas the one might just think, hey, we got an agenda, let's just, you know, jump into whatever we need to do. Um, twos are gonna are gonna a lot of times sacrifice their own needs to help others. Um, and that kind of goes to that, well, if I'm needed, um then that actually benefits me. Um, so there's a fine line between being kind of helpful and then kind of uh doing it, uh kind of giving with hooks, because if I do this, maybe you'll you'll do something for me. Um underneath all of this though, is this fear that I'm only valuable, I'm only worthy, I'm only I'm I'm only lovable potentially um when I'm useful. And so I'm gonna, you know, I'm gonna say yes, yes, yes, yes, yes, yes. Um, even when I don't have the time, I, you know, I don't have the the bandwidth. Um, but I don't wanna, I don't want to sever any sort of disconnection. I don't wanna uh or any connection and and be disconnected. Um, I don't want to say no and potentially sever a connection. I don't want to um, I don't want people to feel like I they can't count on me. That's very important to our type twos. Um, so we we sometimes you you could kind of think about this. We have our type one who is the person on the team that's gonna hold the standard. And then you have the type two who tends to be someone who's going to hold the team together. And this can be a really wonderful, um successful collaborative relationship. And we're gonna talk about those things um right now. So when these two get together, the strengths that they bring is that um they both care very deeply. Um, ones care about doing things right, twos care about people being okay. And when you pair that together, you can build a workplace that is that has both excellence baked in and going about that excellence in a very human, people first way. And so they do a great job um working together in that way. They they can also have some complementary blind spots. We all have our blind spots. We're gonna we're gonna be talking about everybody's at some point. We have talked about everybody's in the past, um, but ones can sometimes miss the um kind of the tip, you know, the emotional temperature of a room. Uh, what what's what's the energy? What are how are people feeling? What are people doing? Um, and twos rarely, rarely miss those type of things. They're they are very tapped into how are people doing and how can I help? Um, whereas on the flip side, twos can sometimes lose sight of the standard, the goal, um, because they get so maybe pulled into the context, what's going on at home with somebody, why are they missing these deadlines? Um, why aren't they turning in work um that is as good as it needs to be? And they're gonna have a little bit more, they'll probably a lot more tolerance for quote unquote bad behavior because they can see the best anybody. They say everybody has potential to be incredible and successful. And and twos just want to wanna keep giving those chances. Um, but a one is gonna be a little bit better at holding the standard, um, you know, not letting other people's issues um completely derail their own goals, derail the project, what needs to get done, right? So we we need to have we need to have both. And these two can blend um so beautifully and and pull in both um uh what's the sports analogy, like kicking the ball down the field um while also taking care of the team that is doing the kicking the ball down the field. Um there there tends to be um kind of a natural role balance in that ones will push for the quality. Um and the two is going to look for how can we kind of smooth this path so that achieving this quality um is a good experience for the people that are responsible for for getting that those goals, hitting those quality marks. Um are both of the these actually, both of these types can be really good in client-facing work, um, team projects, they can work really well together, or anything that requires um both precision, hard work, rigor, and that relational understanding, seeing people, warmth, being approachable. Um, they can make such a great, such a great um team dynamic with that. And then ones are really good at keeping things on track, like I just said, kind of keeping that, keeping the momentum going with the ball getting kicked down the the field. And then twos make sure that that people feel seen along the way, feel valued, feel heard, are being taken care of. Um, and they can learn from one another. And so that's another reason why typing can sometimes be hard. This isn't super common, um, but I do see it often enough where it it is, you know, it's it's uh it can be a uh, I guess a common struggle. It's not the most common, but it can be a common struggle between am I a two or am I a one? Because you can have a one who's done a lot of, who's had a lot of self-awareness, maybe who's done a lot of work, maybe gone to therapy, had some professional development, who really has warmed up, who really has um, you know, dialed up their empathy, seeing people bringing in context. And then you also have um a two that potentially could be um incredible with keeping people on track, um, keeping the ball moving down the field, um, taking care of people and also um hitting the marks, hitting the goals, uh, being successful. And so I think sometimes in those situations, where is it am I a two or one? But that you just happen to maybe done some development. And so you're seeing some characteristics and tendencies of the other. But as always, the thing that makes a one-on-one is that that striving to feel perfect tends to be the strategy that is driving the bus most often. And for the two, it is the striving to feel connected that is driving the bus most of the time. And you tend to do it without even thinking about it. So that could also be a clue. It's like, well, I I I do make sure that I ask how people are doing as a type one. So am I a two or am I a one? Um, and and I think the the strategies typically are unconscious. And so it's like, no, I have to use a little bit more energy, I have to bring a little bit more awareness. This is something I've really learned, had to learn how to do. Um, that might give you some clues on, you know, just growth as a human being versus what is your core Enneagram strategy. So there they um they can make such a great, such a great pairing for for all of these reasons and more. And this is where I would really love to hear from listeners as we go through these as what else, what else have you seen in the real world that makes this type um such a wonderful pairing? Um, the other side of this is where might there be some some friction along the way? And one of the places is this um need for correction versus need for connection or just kind of prioritizing right versus the relationship. So ones have a tendency to give feedback to improve. Um, they're gonna be more comfortable saying, sharing what isn't right, what needs to be redone. And twos might receive that feedback very personally. And uh it might not feel like it's just about the project, it is about who I am as a person is being criticized. So that can be hard. Um, a one a one um might struggle with the two in that feedback area because twos have a tendency to to do the sandwich method. You know, we again it goes back to that. I don't want to hurt this connection. So I want to be very careful about how I say this. So let's start with that compliment and then you know, just real quick bring up what the problem is, and then of course, you know, end on end on a compliment. And for the one, that can feel frustrating. It can feel unclear. Well, it's like what well, what do you really want me to do? What are you expecting of me? Um, and so there's there could be some friction around giving each other feedback. Um, twos have a tendency, there could also be some friction around pacing and moving things forward because twos want to take time to check in um before we make a big decision, before we do decide to jump into action. What does everybody think? Nines tend to be really good at this too. What's everybody think we should do? Let's hear from the team. How you doing? What's your workload? How you feeling? Are you sick? You know, what what's going on? Um, let's check in first before we do anything. And a one is like this is the right thing to do. We don't need to ask. Ask anybody questions. Um, let's just do the right thing. Uh it's clear, right? Black and white. And again, not all the time, every time a one is going to behave this or a two is going to behave this way, but just stereotypically speaking, this is what you can expect. Um for a one, that that checking in. Um I think even the, you know, how let's how's everybody doing? How you doing? That that small talk for a one can feel like inefficiency, lost time. And then for a two, though, if you skip it, it can feel really cold. It can feel really hard to have the rest of the conversation or go through the rest of the meeting because that rapport, therefore, that trust uh was not built. So there can be some friction around that. Both types have a tendency to shove down feelings. Um, especially around anger, can have a difficult time, even to themselves, admitting that they're angry because it can feel wrong to get mad. For a two, um, it can feel like I don't want to, I don't want to act mad. I want to be pleasant, I want to be, you know, approachable. I want everybody to like me. I want people to come to me, but I am tired. Can't everybody see that I am overworked, that I've said yes 10 times this week, um, that I've stayed late, that I worked on my vacation for you to help you, and you're not seeing it, I'm not hearing you appreciate it. So both can struggle with stuffing feelings, therefore having some big resentment build up. Um both can be a little passive, aggressive. Um, and when you don't address that, when it when it kind of goes unresolved, unspoken, um somebody's gonna blow up. Somebody's gonna have had it up to here. Um twos will laugh. They say, yep, I got that highway to a to a type A anger when I've had enough. Um, so as accommodating, as group-oriented, um as this, as these two can be, there could be a time uh that there is some sort of explosion um or maybe imploding within um that's going to happen if they're not able to get that off their chest, fix those issues, have some of those sometimes uncomfortable conversations. Um and then there could also be some friction around whose standard we actually go with. So ones have that very strong internal compass, um, whereas a two is gonna be a little bit more um, probably a lot more actually, um, adapt or willing to adapt um for the sake of, you know, people pleasing, um, you know, the rule says this, but you're right, like there's some context here. Um, and sometimes it's the right call. Some sometimes the the rule that was written, the policy that was written didn't take into account this other sort of human element um that the two is gonna is gonna see and really feel. Um and so this can cause some friction in even, you know, uh what is the standard? Um when, you know, when do we follow the rule to a T and when might there be some leeway? And um there could be some some friction around, well, this is what our bereavement policy says. And a two might say, well, there's some additional, you know, things to think about that this person is is going through that needs to be considered. It's not so black and white. So there can be some pushback there. And I I don't think it's not all of this friction is necessarily bad. I think you could also kind of push each other in a way to um that could be kind of expansive, even to consider a different way of doing something, which I know for the ones especially isn't always um isn't always something you want to think about, maybe. Um, but it can it can be helpful in your your own development and then your relationship dynamics. Um there can also be some communication style friction, some breakdowns. Um that goes both how we send the message and then how we might receive the message as one of these types. So kind of the default communication mode for a type one tends to be pretty direct, um, precise. Um, and most of the time, there's gonna be some sort of how can we make this better? Oh, I saw a mistake. How can we make this better? Or, you know what, this is good, but how can it be even um, how could it be better? How could it be great? We talk about the type one. If type one had a book that kind of encompassed their energy, it would be the good to great book. And a type two, their default communication mode is gonna be very relational, very encouraging, very approachable, probably a lot of times very warm, um, very welcoming. And so both have a place. And it's just dialing it in with the right person in front of you, dialing it in with each other, whatever needs to be dialed up or down, potentially, um, so that you're not talking past each other. Now, when a type one gets really stressed, their communication style is going to be even more critical, even more rigid, their tones might be even more sharp. Where a two um is experiencing a lot of stress, their communication style might get even more indirect because they're even more worried about losing that connection. Um, very much people pleasing, maybe saying yes when they truly don't have the bandwidth, and then allowing all of that to make them really resentful. Um sometimes what our ones need to hear or what they're looking for in feedback or when they are um maybe criticized, it's just the question is, you know, am I good enough? Am I am I perfect? And so sometimes hearing things like, I trust your judgment. Um this specific thing you did really well on. This specific thing was perfect. Um, so you know, still being direct, but letting the type one know, hey, I I trust you. I I trust your judgment on this can can mean the world to a type one. Um, you know, I trust your judgment, and I'm wondering if we should revisit this. Or maybe it truly is, you know what? I don't know that I agree with this, but I trust your judgment. Where a type two, a lot of times one of the key messages that will mean a lot to them is when somebody says, you really matter. You're important to this team, you're an indispensable resource for this organization. Um, you matter. Uh and it's not just about what you do. You matter because of who you are, the other maybe intangible things that you bring to this team. So, yes, like we need to perform, right? We need to hit our goals. We need to, we need to do what our role says we need to do. Um, and there's a lot of other things that you're bringing to the table. You you matter, um, I think would mean a lot to a type two. And this is where, you know, I'm I'm bringing notes from Enneagram Theory, um, some things I've heard in different uh in the various workshops that we've done over the years. Um, but ultimately I uh am always so interested and it's always um so helpful for myself too when people can share how these things show up for them and their workplace relationships. So if you happen to be a one or two and um there's you know another kind of core message that really resonates with you, please please share that and I will pass those things along again, anyagrammba.com forward slash contact. You can write your um your message in in the message box there. Um and then sometimes when it comes to communication, our type ones may see that softness, that empathy, um, as either weakness or being incompetent, when of course that's not the case, but that might be how they receive that. And then a direct response, a more direct communication style towards the type two can come across as not caring. Like you don't you don't care about me because you didn't ask about my day, you don't care about me because you just started this email jumping into what you need. No, you know, hello uh or emojis or uh, you know, any sort of rapport building. And so part of that is on each of those types and in each of us to kind of remember who is talking to us and then kind of remember our preferences and do the very best that we can. And it's not easy not to take it personal or make it something that it wasn't. And on the other side is the person doing the communicating, remembering who it is you're talking to, what they need, not necessarily your communication preferences. Um, so it might feel cold as a type two just to jump into a conversation with a type one, but they're probably really gonna appreciate that. And as a type one, it might feel like a waste of time, you're behind schedule. Why do we have to do this? To ask how was somebody's vacation, your type two teammate's vacation, but that's gonna mean so much. And you'll probably end up being more efficient, more productive because they're gonna feel like you care about them, and that's gonna that's gonna give them momentum um to get what they need to get done, rather than you know, sometimes spiraling thinking, what did I do? Are they mad at me? Um so just remembering about one another that the one is typically not being cold on purpose. Um, they're just being efficient. They want to get it done, they want to do it right, they want to um they want to work hard, whatever that means to them. Um, and so sometimes there's not a lot of room for fun and celebration that can kind of feel reckless, which is a huge growth opportunity for our type ones, especially our type one leaders. Um, but that's a growth is a topic for a different day. Um, so just remembering that as a type two. And then as a type one, remembering that your type two mate isn't being inefficient, um, they're just being thorough in a different way than how you might be seeing what thoroughness is. So learning to remember the intention over sometimes how it's being delivered can really help improve this relationship, specifically around communication. And again, it is not easy. It is absolutely not easy. Um, but it will practice and it will probably be um lifelong practice. But I think it, I think some of those friction points, some of that frustration can definitely be minimized with some understanding about the other person. So let's look now. We've kind of talked about peer-to-peer, but let's look at when you have a leader that is a type one and the reporting teammate is a type two. What are some things to think about? Um, one is that this type one leader and all type one leaders um have a tendency to set very clear expectations uh with probably some high standards, and that can be such wonderful and needed structure. Um the type one is gonna be somebody who can herd the cats, they're gonna get them in order. They can be very visionary, um, that good to great, hey, this is fine, but it could be even better. Um, and the thing about their vision is that they also see all the little steps that need to happen for that vision to take place. And so somebody who can clearly articulate that, okay, we have some structure, we have a step-by-step plan, that makes it really easy to follow for the most part. Um, they can come across as critical or hard to please. Um, I'm thinking about a couple of type one leaders, um, specifically from the end of last year. I don't know if they'll they're listening or not, um, but they kind of were laughing and calling themselves out at, yeah, this is something, this is something I'm working on. Um, we had one just such a um truly uh uh, I think a very efficient, a very successful, and I do think a very caring type one leader uh who was kind of joking about some of these themes here that we're talking about, and said that his team said he has the uh the resting, you know what, face. And he said, I really have to watch myself because again, my intention isn't to have that. It just seems like I'm always kind of scowling, critical. And then I do have a tendency to look for what's not working versus what is working. Um, so you know, so so some of that reputation is earned. Um so you know, you can have a laugh at yourself at times too, uh, with the Enneagram uh when you start to kind of see some of this in your in yourself. Um when you have a two on your team, um, they're gonna work very hard to earn your approval, especially when you're their manager, when you're their you're leading them. Um and ones are not willy-nilly going around giving out their approval. So it can kind of feel like for the type two that they just nothing they do will ever be good enough, is ever good enough. They just can't win over their type one leader. So, you know, kind of keeping that in mind as a type one leader. Um, you want to watch out for how to kind of take care of your type one, your type two teammate as a type one leader. Um, paying attention to them potentially burning themselves out from saying yes, trying to please you, trying to be good enough for a one who just I just want you to do your job. I just want you to give me excellence, you know. I I I don't necessarily want to have to be the one to validate you. But again, sometimes um it's not about what we need, it's what does our team members need? What are the different team members need, probably very different things, um, to be able to show up and do their best. Now, when the type two is a leader leading a type one, um, they have a tendency to make the team feel very um, they kind of create this warm, very people-first team culture. Um now we've already kind of talked about how they may avoid giving hard feedback um or avoiding conflict altogether to keep the peace. So this is some a little bit of some nine energy as well. There's there's a little bit of that overlap. And I think this is where your instinctual bias would come into play a little bit more. Um, you know, I'm thinking of the navigating type two um might be a little bit more, you know, savvy to, oh, you know, we gotta be very careful about what we say, wanna don't want to rock the boat. We got these, you know, inner personality dynamics playing out. Whereas maybe, maybe the transmitting type two might be a little bit more um comfortable being direct, maybe even the preserving type two might be a little bit more comfortable um being being direct. So and and having some conflict. Um, so again, this isn't all type twos all the time, um, but it's just some common common tendencies is going to be to avoid that hard, hard feedback. Um and it makes sense for somebody who's striving to feel connected. Um, the ones on their team might initially quietly and then possibly later loudly um kind of kind of balk or gripe complain about the lack of structure or accountability that could be incredibly infuriating, demotivating um for our type ones. Um you know, and that is a leadership um struggle, I guess is the word that our type twos will talk about sometimes will experience is putting up with uh bad behavior over and over, giving everybody second, third, fourth, fifth chances. And I think not just ones, but I I think anybody after a while, it's like, okay, like, you know, we got to do something different here. This person isn't getting it because that can really bring down the whole team. The lack of structure could also be really frustrating for not just the ones, but other types and and being able to accomplish things and for efficiency reasons. So um kind of watch out as a type, as a type two leader, watch out for your type one team member potentially going a little rogue, creating their own standard if if your own structure and standards are not in place um when they don't trust the process, if any, that the their type two leader has put in place. So that could cause um some friction on both ends. So just some things to be aware of. I'm sure that there's more. Um and then we've kind of already talked about peer-to-peer, but um just kind of real quickly wrapping the these kind of groupings up. Um one and twos can be genuinely such good teammates, very complimentary of each other, if they can respect the strengths that the different strengths, most likely, that they are each bringing to the table. Respect and appreciate, right? Um the risk with this dynamic, and there's gonna be risk with any, is that the one might have a tendency to micromanage for the sake of quality and excellence. And the type two might over apologize for things people please just kind of be unclear. Um, the sweet spot though is gonna be understanding who own who who owns what. So one thought is, you know, the one can own the what. What is the process? What are we working towards? Um, what is the what? Ones you can own that, and the two kind of kind of can more own how does that what land? How do we communicate this what, this initiative, this process, uh, this project to the rest of the team, or maybe to our customer base. How do we communicate how how it lands? And when that they can be just such a great pairing. So we've talked about growth in in past episodes. So there's definitely lots of information on that, but um just real quick hitting on how the types can kind of think about how do I improve my relationship um with with this other type in front of me um once you've probably heard this before but just letting good enough be good enough um when when it can be and there are times when it can be not every single situation needs to be a plus plus plus plus um sometimes it's like this is you know this is good enough um another thing that our ones uh I've heard people say from ones is that they can say um thank you they can share what is right about something before jumping into what's wrong and this is what we need to fix. And ones might see that as inefficient but you could actually be more efficient though if you do those things especially with your type two teammate. Some growth opportunities for our type two is going to be around have you actually told this type one teammate what it is you need before you start building this resentment for them not meeting it. Your standards matter too and they're gonna look very different. And your need could be as simple as you know it means a lot to me it would mean a lot to me if we were starting off our meetings with just a you know one or two minute you know hi how are you how how are things going type of thing and you would really listen and you would really care. Or maybe it's 10 minutes or you know whatever um whatever it is you that you need share what you need before you start to get resentful um that it's not it's a need that's not being met. And I will say more than type twos just you know struggle with that. But uh we're only talking about the ones and twos today so we'll we'll just keep it narrowed down to that. So kind of um practicing putting yourself in the other person's shoes. And I think with all of these one of the biggest things that can help is just as simple as assuming positive intent. You know the type one isn't trying to be mean or cold the type two isn't trying to waste time or be inefficient. Um it's this makes sense based on their core strategy. This makes sense based on their preferences right some of these things make sense so um just even assuming positive intent can go a long way in improving these relationships. And then you know I I've shared some kind of high level theory some of my anecdotal experiences and I will be sharing uh but ultimately the teammate in front of you is a is a very unique human that's also bringing you know childhood their former managers um that their experience with that um culture race gender um socioeconomic stuff they're bringing all of this stuff to the table to work and so I've given you some things to think about and consider but ultimately the best way to get along with your type one or type two teammate is going to be just to ask and you could even use this podcast as a prompt say hey I was listening to this and and they said she said that you know type ones prefer this is that true for you or that this really bothers type twos would would you say that that's true for you if not what would what would you say what would you add? And just open up oh use it to open up the conversation to find out the specific um workplace I guess pet peeves and preferences for the actual unique person in front of you. The Enneagram can give us a starting point uh but it will by no means be all encompassing so we're gonna look at matching um all of the types up at at some point so your type will be coming um your matchup your coworker dynamic will absolutely be coming um we'll most likely skip around so we're not just doing all type one and I'm sorry I'm starting to lose my voice as you can hear some some coughing is uh is still in there um so that's what to expect uh we are going to take uh a couple weeks off few weeks off I guess come back here in May and uh start doing more of these coworker matchups um if you happen to be listening to this and have a coworker that you would be willing to um kind of complement one of these episodes with a real world uh take please again reach out ideammba uh com forward slash contact and I'd love to interview you um either as part of the episode or uh an adjacent episode hearing from people in in real life what what real world friction what real world um collaboration what they appreciate about any in each other funny examples serious example just it's so helpful it really is so helpful so um I always extend the invitation to our workshop attendees and I'm gonna extend the invitation to our podcast listeners as well if you want to grab a coworker uh and join us for a future uh coworker compatibility episode I would love to to hear from you with that um couple of couple of things um I want to make sure you're aware of we do have our Enneagram DIY workshop kits um we've had um several people take advantage several organizations take advantage of that um over the last several weeks um and I'm gonna invite you if that is something that if you're wanting to test out the Enneagram, if you're on a tight budget at the moment, um if you just want some flexibility it's like I I we can't nail down a facilitator right now because this retreat is constantly moving or whatever it might be. The DIY kit can offer you that flexibility because it's it's going to be you're gonna be doing it in-house. So um you can learn more about that at enneagrammba.com and you'll see the DIY kit at the top of the page there. And then we do have my favorite our our in-person professionally facilitated workshops um we're we're really getting booked up for April May um so if you have something coming up this summer I'm gonna invite you to and you're at all considering uh an Enneagram workshop I'm gonna invite you to book a call uh to learn a little bit more about the option share about your team and if if there is a fit, no pressure but if there is a fit um I'll share some specific ideas whether it's a two-hour workshop, half day workshop um or I'm gonna be talking more in May when we come back um about our dream team momentum um 90-day program where we talk about the introduction to the Enneagram and then we go into growth and stress um topics navigating stress conflict navigating growth opportunities um so those um are just a wonderful add-on to an introduction um allow you to go a little bit deeper really start to to apply some things so um that is coming up and when you book a call we can kind of talk through that in more detail to see what um workshop opportunity again if any might be a fit so um all of that over at anyagrammba.com with that thank you so much for being here as always and I will see you back here in May