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Welcome back to another episode here on the Enneagram at Work Podcast. I am your host, Sarah Wallace, managing director and founder here at Enneagram MBA, a team training company. And today we are looking at a pairing between the type one who is striving to feel perfect, and the type eight who is striving to feel powerful. And on our YouTube channel, uh we have a this or that episode on these two because there are so many similarities that in the initial typing journey, uh sometimes it's it's difficult to know. Well, am I an eight or am I a one? I will say that normally, um, if you're deciding between the two, it's most likely you're a one. Not all the time, but most likely um eights in my experience from what I've read and then what I have seen in my own workshops with my own clients, um they just tend to like this this is the only type. This is the only type that I could be. I could see myself and some of the others, but as far as picking a top one, like it's eight, it can't, it can't be anything else. Again, not all the time, every time, but but many of the times. And so we have that. If if you happen to be listening to this episode and thinking, gosh, I don't know, I relate to both, I'm still not sure. Um, you can search over on our Enneagram NBA YouTube channel, and there is a this or that that'll walk through some differences when it comes to typing. This episode, though, is all about how these two types can work together. And again, with all of these, uh, we are talking stereotypically. We don't know someone's instinctual bias. Uh, and even then, you know, humans are complex. There's no way to distill it down into nine types or or 27 types uh when we include the instinctual biases. But hopefully you're gonna walk away with some things to consider, maybe that you haven't considered before, reflect on some things, look at this relationship that you might have in the workplace and how you can understand it a little bit better, and then ideally um work with that other person a little bit better. So, as a quick refresher, our type one is known as um the administrator when it comes to their leadership style. That term comes from the awareness to action Enneagram, and they are striving to feel perfect. Their core drive here is that they want to feel um, in addition to feeling perfect, they want to feel correct and ethical and good, and that whatever they are doing, it is done the right way. They are acting the right way, the organization is moving in the right direction. Uh, that energy, then though, uh gives a strength, is that it creates incredibly high standards. And so you can kind of count on being around excellence when you're around this person, when this person is leading a team. They also can have a very loud, harsh inner critic. And we all have an inner critic, I know. Um, I I hear from mine almost every day. Um, but there's just something extra, extra critical about that, that type one's inner voice. Um, and then they are very uncomfortable with mistakes and errors um in in other people and most deeply in themselves. And so that's some of that where that uh really harsh inner critic, relentless inner critic can come in. Um, and they would say, I'm not rigid, I just have really high integrity. And they have a tendency to believe that if everybody would just do the right thing, most of the problems that we have here at the office or in the workplace on this team would be preventable if you would just do it the right way. Um, and underneath all of that is that they will not ever be good enough. Um, that they are fundamentally flawed. And this is one of the very meaningful similarities that a one and a type four has. It doesn't happen, especially on the surface, looking at the one and the four who is striving to feel unique, a little bit more in touch with their emotions, um, a little bit more kind of feelings are facts versus a one's, you know, feelings are not facts type of type of tendencies. Um, but this right here, just kind of feeling fundamental, fundamentally flawed and continuously um needing to work to get better, to take good to great. Um and this is such a uh important person on any team. And my Enneagram mentor, whenever he talks about a one, he's always saying, We want these people in our lives. Um, they could drive us crazy, but we also need them because, you know, when we get on a pilot, when we get on a plane, we want our pilot to be striving to feel perfect. When we go under for surgery, we want that surgeon to be striving to feel perfect. And when we're working on something important, when we're leading an organization, um, when we're leading a team, this is such valuable energy to have in your leader or in a teammate. Our type eights are striving to feel powerful. And this is the power to produce a result. I think sometimes people are a little uncomfortable with the word powerful. Um, their leadership style, according to awareness to action Enneagram, is the commander. And both have an ability to have a big vision. I would say type ones are really great at seeing, okay, how can we take this from good to great? Got it. And then here's all the little steps and pieces that need to go into making that happen. And let's kind of lay it out and then we'll start. Versus an eight who is more likely to also have a a huge, big vision and then just kind of bust right into it. You know, I just I I they have a tendency to think, I I I have the confidence in myself that I will figure it out along the way. We will figure it out if we hit a roadblock. We'll, I know that we'll get through it, we'll be able to go around it. If we have to start over, I know that we can do that and learn from our mistakes. And so they just have more of not that they don't appreciate a good plan, but just as far as thinking about kind of starting how how we get started with a new project, um, an eight's gonna be more likely to bust right in and a one's gonna be more likely to let's let's plan it out first. Uh, our type eights like to be in control, like not not unlike the type one. Um the difference here is that control is more about our outside environment as a type eight, um, making sure that we're not opening ourselves up to vulnerability. So we're in control of the environment, the people in it, how they're treating us, um, what say they have over us. Whereas a type one also is paying attention to that. But when when we're talking about liking, wanting to be in control, um, it has it's more on the side of I want to be in control of my myself, my reactions, my feelings, my behaviors. I'm gonna, you know, I'm kind of I kind of keep a tight leash on myself. I don't want to have a reaction that's not good or perfect or the right reaction. So I I'm gonna control if I'm angry, I'm not gonna blow up. I'm gonna control that feeling so that I don't behave in a way that isn't right or good. It's kind of how that control shows up. Um our type eights want to be self-sufficient. They have a very strong desire, like autonomy is a very important focus for them. I think sevens and fives also really relate to that relationship with autonomy. Um, our type eights tend to be very decisive, direct. Um, they're not afraid of a conflict, and they can really thrive in a challenge. I don't know that they go, they don't go out and look for it, but they're also not going to back away from it. So they have uh, I would say another difference here is that they just have an intensity that you don't feel as much as the one. Um it's this intense, you know, passion, intense um energy to get started, this intense um what's it stamina? Uh they say that the eights have the greatest energy of all on the on the out of the nine types. So they they lead with a lot of intensity. And you know, one example of that is how they experience that intensity might be passion, where there is a a type of intensity that others might see that passion as as anger. Um, and so the there are a lot of similarities, and we're gonna talk about some of those in a minute, but there are some very distinct differences here as well. When these two are working really well together, when they're both bringing their self-awareness and their others' awareness, these two have some of the strongest wills uh out of out of all nine tops types. These these have some of the top two, if not the top two. And when they are pointed in the same direction, whoo, almost the very, very unstoppable. Um, and they complement each other, moving in powerfully moving in the same direction because our ones are gonna make sure that whatever is being done is done right. And our eight is gonna make sure that it is getting done. We're not spending time over planning, overthinking it. And so you're bringing both integrity and this big life force um to really creating something big and meaningful and ensuring that it gets done. Another strength that these two have is that they really do have um a respect for one another's ability to speak directly. Both types will tend to say what they mean, and they also can handle hearing what someone else means. Um I would say both, you know, just just cut cut to the point, don't bury the lead, get, you know, get to it here. They there's they don't they don't do a lot with subtext, a lot of context. Um it's they don't want to have to guess what you mean. They don't want to have to, you know, try and manage your response, try to figure out what it is you are saying. So um, when these two get together, they both tend to be skilled at that. And so they can benefit from each other and just, you know, get things done. They don't have to worry about walking on eggshells, worry about hurting somebody's feelings. It's they appreciate this direct communication from one another. Um they also have another complimentary strength of theirs is that that as they're going through a project, for example, the one is just just naturally. I don't even know that they are like telling themselves to do this. They just have a natural tendency to catch what should not be done, a mistake, we shouldn't do it this way, and then an understanding of why. And then our A has this drive uh around what needs to happen next and when. And so it's just again, very mutually beneficial. Um, they're covering the full range of what it takes to actually make something happen and happen well or excellently even. Um, neither one of these two tend to back down. Uh they are both going to hold the line for different reasons. The one typically on principle and the eight. Um, and this this principle is usually uh, you know, kind of outside. I yes, I I I believe what is right and good inside, but I'm also using, you know, uh societal norms. Uh I'm looking at uh policies, procedures, the law to help influence what those principles are and what the right thing is. Whereas an eight can be a little bit more of a rebel. Um, they can be a little bit more our coffee mugs that we have here for each type. We have a list of words that describe each type or tendencies, and then on the back we have a little slogan. And for our type eight, the slogan is rebel with a cause. So they're a little bit more comfortable, uh, I would say a lot more comfortable, uh bucking heads against the the way that it's always been, the standard, the the policy, if they feel if they feel that that's not the right way. And they just kind of they just kind of have a feeling, they just trust their gut, they trust that instinct that nope, that's not the right way. It's it's it's my way is the right way. Um and so when they agree though, when they agree, whoo, very, very unified front here. That's gonna be very difficult to move. Um, and so that can be a really powerful pairing for those. And then both have very high standards. Um, they have a low tolerance for average mediocrity. Uh they have a uh low tolerance for cutting corners, um, and just kind of putting out, just checking the box isn't gonna do it for for either one of these. Um and so that shared, that shared standard, I guess, can really create a container for excellent outcomes. And the team is gonna benefit from the from that, whether these are your leaders or just two individuals on your team, um, they're gonna take that quality, that work ethic seriously because these two are also doing that. And then of course, with all with all people and with all tight pairings, there is going, there are going to be some potential points of friction. This is not a guaranteed. We're not saying that this will be the only friction points uh that come up, but here are a few that are common to this dynamic, just to kind of be aware of for pre-planning purposes and then to look back on and reflect what might have gone wrong for a better repair. So both types, as we talked about with their strengths, have a very strong um kind of conviction about what is the right way to do it. Uh, the one is really looking for things to be done correctly. And the eight, their priority is getting it done. Now, of course, the one wants it to be done as well, the eight wants it to be done correctly as well. But that is just kind of the focus for I want this to be done correctly. So, as a one, if I need to hold it back one more night to review the slide deck to make sure it's perfect, if I need to uh slow, slow it down before we, you know, get it to the client or we uh, you know, whatever it is, it's I I I would rather I want it to be done, but I I need it to be done correctly first. So if we have to slow it down, um, then so be it. Whereas the A also wants it to be done, but we it done correctly, but we just gotta get it done. We just gotta get done. And um, if we need to go back and correct it, we can let's just start moving forward, let's get that momentum going. So the right way and the fast way can kind of start to, you know, fork off here. And so the pairing can clash around one feeling like, oh, you're you're uh causing this process to go too slow. Um the the one might think, gosh, the eight's over here cutting corners, being reckless. Um, meanwhile, the one is uh or the eight is feeling like the one might be a little rigid, um, a little too precise, too focused on the process. So that that can be a point of friction. Um and both of these types, again, we said had a lot of strong will. Um, and so that is such a powerful strength when they're moving in the right the same direction. And then when they're moving in different directions, that can be a potential point of friction too. The one um is gonna have a lot of certainty about their correctness, their rightness that comes from this kind of principle that comes from a lot of thoughtfulness, careful analysis, whereas the eights feeling of rightness is going to come more so from their instinct. Um, maybe from from past experience too, that impacts that instinct, but it's gonna be less about, you know, thoughtful analysis and more about nope, I don't need to do a pros and cons list. This is what we do. Um, and so when they're in the same direction that they're you're just powerhouse. But when these two versions of right are in different directions, um, neither one has a tendency to yield to back down. So, real quick, we could kind of get into a standoff and have some potential friction there as well. Um, I alluded to the the when we were talking about control, kind of that control outside of my environment as an eight, controlling myself as a type one. Um, anger is definitely expressed differently here. And when we do the am I this type or that type? Oops, this is one of the things we will look at. Um, again, it is not 100% true 100% of the time, but both types have a relationship with anger. Um, it just gets expressed completely different. Uh, eights are typically going to let it out. It might be a little loud, it might be a little intense, probably gonna be pretty direct. Um, I said what I said. Again, I think experiencing it is going to feel differently for than how the eight intends. It might just seem like I'm passionate. Um, it might also, they might also, yeah, I was angry. Um, it's gonna be, it's it's it's you, you're gonna know. Okay, you don't have to guess, you're gonna know. Um, whereas the one has a tendency to suppress it. Oh, being this angry, acting this way isn't right. And so um it's going to come out less like a volcanic burst of anger. And because they hold it in, hold it in, hold it in, it's going to come out more like a slow drip of resentment. Um, it can even come out as they can even redirect it, I guess, as as criticism. Um, but it, you know, it's gonna, it's gonna come out whether it's a a volcanic eruption or more of a slow simmer. Um, and so there. could be some potential friction with um in a in a heated argument like that um and even after the argument um i think can can be a point of friction too with just the eight might say what they said experience the anger let it out and then a lot of times they're able to move on whereas the one still might be holding on to it because of that resentment they didn't get it they didn't get to express it how they wanted to um and maybe they're quietly rip replaying the scenario how they could have done it better and so they're gonna hold on to it a little bit longer and then uh the last one that I have here is around the potential point uh of friction is around feedback and correcting so ones have a tendency to correct based on quality they care about that quality they expect the feedback to land as helpful um whereas the eight on the receiving end of that especially if they didn't ask for it is oh that correction might feel like a challenge uh to their authority to their competence and they're probably gonna push back and so um there could be some potential friction just around giving and receiving feedback in in very different ways um you know the one is probably just thinking well this is the standard you know it's nothing personal um and the eight might hear a little bit more judgment or or see it more of a challenge um as far as communication goes a one and I think too this is where those flavors those instinctual biases will will impact how this type how each type presents itself um expresses itself especially around communication but overall the generality the general communication style of a one is going to be very precise very measured calculated intentional they choose their words carefully and they expect the same right um they are going to have a tendency to frame feedback and opinions around what is correct what is fair what is ethical um they can be a little short when they're frustrated um they can be a little formal or it feels kind of distant because they're trying to say it right they're trying to say it perfectly and so they want it to be polished they want it to be buttoned up um and so whether it is you know criticism or or what it is sometimes a struggle for the one can can be um relating to others or others feeling like they're connected to them because it's like gosh you're so buttoned up you you always say the perfect thing um you're so articulate and calculated about what you say uh so there's there's that style and then our eights as as we have talked about are going to be a little bit more direct going to be a little bit more unfiltered probably a little faster communicator I think it I feel it and I'm saying it so they really do say what they mean and they expect the same from others including if you disagree with them um they are not as interested as the one might be in framing or softening or worrying about being as politically correct or saying it just the right way um and they they're not thinking about it as much of now of course of course depending on your role depending on the room that you're in who's in front of you eights can absolutely meet the moment and you know do what they need to do say say it in the way that they need to say it so that it lands um but typically that's not their initial initial approach to this they're not going to do it. And then they kind of just they want you to say the thing that you want to say too it's like we don't need to sugarcoat it we don't need to you know button it up in a nice neat package to to be delivered just just say it right just say it. And then the other thing that a one doesn't do often or as often but an eight is an eight typically will use volume and intensity um when when the conversation uh is escalating all right and then we have a leader versus a teammate dynamic and for our one leader who is leading an eight direct report um the one leader has has a tendency to emphasize processes, standards, doing things the right way and that can feel a little restraining to a type eight who is really wired to move fast and to lead from the front. So that could cause some unintentional tension right there. The a direct report is going to be comfortable pushing back on rules or processes that they find unnecessary probably going to do it kind of loudly not you know not again not worry as much for for how it's said and on the receiving end as a one leader um it could feel like a personal attack on your judgment um so just try to try to remind yourself you know it is not a personal attack uh most likely on your judgment it it's just how that that direct report tends to communicate um and then an eight is really going to respect a leader who can hold their ground with conviction um who can clearly articulate um what they need what they want what they think about this um and so you know both both kind of appreciate that about each other so that can be a really um great dynamic with our type one leader and our type eight teammate you really don't have to worry about what your type eight uh direct report is think is is thinking um and then the growth opportunity for our one leader here is to give the eight room to complete a project to execute in their own way of course you know within the standard within whatever lane they need to stay in um but micromanaging them which can be a tendency of our type ones is gonna lose them they're gonna get frustrated they're gonna shut down they're gonna pull away um so just be extra cautious of that with your type eight direct report and then on the flip side our tape when we have our type eight leader and the type one direct report um the type eight leader they're gonna have a fast pace they are going to be decisive they're gonna make decisions quickly they're gonna move quickly and we've already kind of talked about this a little bit but to a type one it could feel like rushing being reckless cutting corners who prefer to have a process to follow to know that it's not just the the right outcome but that we have also done it the right way to get to that right outcome is is going to be important. So the one direct report may flag problems, errors, maybe even some ethical concerns along the way and sometimes it can feel like oh gosh we're bringing this up at really inconvenient moments um or it can feel like we're slowing down the process. So an eight leader has an opportunity just to kind of reflect it may not be um you know it it it may not be needed in every situation but just to think okay you know they're giving me this this feedback they're flagging these issues um how can I see these as an asset as something that is benefiting the team not just an obstacle that is getting in our way so how can I maybe shift that or view that feedback differently as a type eight leader um and then the one really does want to feel like hey my my opinions my input is genuinely considered not just something that you put up with or tolerate and so as an eight you could you know okay what you what do you think? Oh no we're not doing it that way and then just kind of bulldoze over whatever the one said um and so if you want them to stay engaged is if you want them to continue sharing their their valuable input um it's important to acknowledge whatever they shared sit with it you know try to think about it let let them let them know and let it let them feel whoops that you really um are taking whatever they said to heart even if you don't agree even if you can't go in that direction it's going to mean a lot that you genuinely considered whatever they had to share. So one growth opportunity for our eight leader in this particular situation is to just reframe that type one your type one director board is is not trying to drive you crazy they're not trying to slow you down they really do much like the six want to protect you want to protect the team by doing the right thing so that it doesn't blow up and everyone's face is down the road and then another as we kind of close out a couple other growth opportunities for our type one in general leader or individual contributor is that um this this uh energy that you have around feeling perfect striving for excellence striving to do the right thing it really makes you trustworthy um people feel like you're thorough you are capable you are um you have analyzed a situation and really know what you're talking about to reach that genuine excellence point um and people appreciate that and it is such a strength until that standard is something that no one can actually get to it's so high including yourself so just be be cautious of that that not everyone who moves quick is cutting corners um and really reflect and practice separating your absolute non-negotiables from your preferences and that can allow you as in this situation specifically for that eights quick start their momentum um to to keep things moving uh to keep carrying those things that otherwise might slow slow you or the team down and then our eights growth opportunity is around uh that striving to feel powerful and strong really makes you effective decisive and somebody who people want in their corner like they they want you to have their back they they're ready to go into the fire with you until you as an a use that as a reason to kind of bulldoze anyone who feels like is slowing you down. So keeping in mind almost the exact opposite of what we just talked about with our type one that not everybody who pushes back is challenging your authority personally. So practice and maybe reflect on past conversations staying in a conversation long enough to really hear to really hear not just the words but really hear what is the one's concern? What is it what is it that they are actually worried about and it could end up saving the whole project saving you time saving you and the team from from stepping in a in a big landmine there. So um you know being being right quickly is good but sometimes being having that thoroughness as you are right is is moving in the right direction anyway is better because you're pairing forward momentum but also careful planning. So these two can can be a powerhouse and they could also be um you know have have some friction at times as well. And so I think when we we can bring awareness to the lens that we're looking through and then understand the lens that our team member is looking through um we're going to be that much better for it. So um as always if you happen to be a type one or a type eight and feel like oh you know I want to add this or you know what I heard you say this and here's a specific example of that. I always love to hear from you and you can reach out and share those over at Enneagrammba.com forward slash contact. And then we will be back next week with a guest sharing their real world experience as an Enneagram type three and we're gonna be looking at the Enneagram type two dynamic between those two coworker compatibilities. So you have that to look forward to as always um thank you for being here. These are the types of insights and conversations that we have in our workshop program series as well as our standalone retreat workshop. So I'm gonna invite you to check out those opportunities over Enneagrammba.com with that I appreciate you being here and we'll see you in the next one.