Understanding the Enneagram Type Six Personality
At their core, Enneagram Type Sixes yearn for a sense of safety and security, including in their workplace on your team. Sixes are driven by the motivation that the world is an unsafe place and things will constantly go wrong. To counteract this, Sixes constantly think through what could go wrong and prepare for the worst. At the same time they don’t trust anyone, including themselves, and have a hard time trusting anyone or anything. However, once a Six does decide that they trust you, they are in for good and will go down with the sinking ship.
Sixes who are not doing well or stressed display a tendency to question everything and everyone, plagued by self-doubt and a lack of trust in their decision-making abilities. This inclination to question and seek assurance can slow down team processes and lead to frustration among other team members. Here they can be paranoid and suspicious, leading to the constant questioning of decisions being made by the team.
However, in their healthy state, Sixes exhibit quick wit, charm, and practicality, making them excellent problem solvers. Their ability to play devil's advocate allows them to identify potential pitfalls and risks, contributing valuable insights to the team. When the team learns to listen to their questions and “What If’s” done in a healthy way, a lot of problems can be headed off before they begin.
Encouraging Enneagram Type Six Members On Your Team
1. Build Trustworthiness:
For Sixes, loyalty is of utmost importance. Due to their own self-doubt, they seek stability and structure from external sources, which includes work. To encourage them, demonstrate honesty and transparency as a company, leader, or team member. If you don’t know something or have feedback, be honest with them. That trust needs to be the key factor. Once you lose a Six’s trust it is very hard, if not impossible, to gain it back. When Sixes find trust in their workplace, they become steadfast and reliable team players.
2. Welcome and Address Questions:
Embrace the questions posed by Sixes in your team. Their inquiries are not opposition but a reflection of their desire to ensure that the big picture is carefully examined and contingency plans are in place for potential setbacks. Listen to their concerns and provide thoughtful answers. If that’s not possible due to time, make sure to allocate time afterward to connect with them over their thoughts. This approach will help them wholeheartedly support initiatives and plans, while also allowing the leader head off potential pitfalls.
3. Monitor Progress:
Sixes have a tendency to believe that thinking about something equates to taking action. They can have a hard time moving forward on a project or process due to the fact that they don’t trust themselves to know where to being. To prevent misunderstandings and unmet deadlines, make it a habit to check in on their progress regularly. By doing so, you ensure that they are making tangible strides toward the project's completion.
