Here's a number that should terrify every CEO: Poor leadership is costing the global economy $8.9 trillion annually.
That’s 9% of global GDP hemorrhaging because 77% of organizations are failing at leadership development.
Even more shocking? Only 21% of employees worldwide are engaged. The other 79% are either sleepwalking through their jobs or actively working against you. And here’s the kicker: 70% of this engagement crisis is determined solely by one factor – the quality of their direct manager.
You’ve read the leadership books. Attended the seminars. Maybe even hired a coach. Yet your team still isn’t responding. Your natural approach creates unexpected resistance. And according to new research, 82% of your employees are probably looking for new jobs right now.
Here’s what Tim Ferriss discovered after interviewing 500+ world-class performers: There isn’t one right way to lead. There are nine.
The Enneagram reveals that each personality type has a completely different leadership operating system. What makes one type an inspiring leader makes another type seem fake. What motivates one type’s team demoralizes another’s. (If you’re new to the Enneagram, start with our quick overview.)
The counterintuitive truth? You’ve been trying to lead like someone you’re not. And it’s costing you millions. Companies that understand personality-based leadership see 415% ROI within the first year. Those that don’t? They’re part of that $8.9 trillion loss.
It’s time to discover your authentic leadership style – and more importantly, the blind spots that are sabotaging your success.
Why Your Leadership Style Isn’t Working (And Why It’s Costing You $630 Billion)
The Leadership Paradox Tim Ferriss Discovered
After analyzing hundreds of world-class leaders, Tim Ferriss found a shocking pattern: “To be a good CEO, and to be liked in the long run, you must do things that upset people in the short run.”
But here’s what kills most leaders – they can’t have the uncomfortable conversations. As Ferriss puts it: “A person’s success in life can usually be measured by the number of uncomfortable conversations he or she is willing to have.”
The data backs this up: Trust in managers plummeted from 46% to 29% in just two years. Why? Because every leadership strength becomes a weakness when overplayed:
- Decisiveness becomes authoritarianism (79% have experienced toxic micromanagement)
- Empathy becomes people-pleasing (creating the “under-management epidemic”)
- Vision becomes disconnection from reality (60% of visionary leaders fail at execution)
- Analysis becomes paralysis (decision delays cost companies 5% annually)
- Harmony becomes conflict avoidance (unresolved conflicts cost $359 billion yearly)
The Enneagram explains exactly which strengths you’re overplaying and why. More importantly, it shows you how to have those uncomfortable conversations your type naturally avoids.
The Three Leadership Centers (And Their Million-Dollar Blind Spots)
Research shows 70% of leadership is learned, not born. But here’s what nobody tells you – you’re learning from the wrong center. Leaders operate from three different centers of intelligence, and each has a multi-million dollar blind spot:
Body/Gut Center (Types 8, 9, 1)
- Lead through action and instinct
- Focus on control and autonomy
- Million-Dollar Blind Spot: Anger-driven decisions that cause 51% higher turnover
- The Fix: Strategic micromanagement (yes, it works when done right)
Heart/Feeling Center (Types 2, 3, 4)
- Lead through connection and influence
- Focus on image and relationships
- Million-Dollar Blind Spot: Authenticity gaps that destroy trust (29% trust rate)
- The Fix: Jim Dethmer’s insight: “Stop destroying your aliveness through pretending”
Head/Thinking Center (Types 5, 6, 7)
- Lead through strategy and innovation
- Focus on security and competence
- Million-Dollar Blind Spot: Analysis paralysis costs 22% in performance
- The Fix: Seneca’s wisdom: “We suffer more often in imagination than in reality”
Understanding your center reveals your leadership autopilot mode – and the exact cost of staying there. (For more on how each type behaves under stress, see our comprehensive breakdown.)
The 9 Leadership Archetypes
Type 1: The Standard Bearer
Leadership Identity: “I lead by example and uphold standards”
Natural Style:
- Sets clear expectations and high standards
- Models integrity and work ethic
- Creates systematic processes
- Ensures quality and consistency
- Takes responsibility seriously
What Teams Love:
- Always know where they stand
- Clear guidelines and expectations
- Fair and consistent treatment
- Learning from a master of their craft
- Ethical leadership they can trust
What Teams Fear:
- Nothing is ever good enough
- Constant criticism and correction
- Rigidity that stifles creativity
- Perfectionism that slows progress
- Being judged for mistakes
Leadership Superpower: Transforming chaos into order through systems and standards.
Leadership Kryptonite: Perfectionism that demoralizes teams and prevents delegation.
The $100K Reality Check: Your perfectionism is costing you. Teams under perfectionistic leaders show 40% more burnout and 33% lower innovation. Quick test: If you’ve rewritten an email more than twice this week, you’re bleeding money.
30-Second Fix: The “70% Rule” – If someone can do it 70% as well as you, delegate it. Tim Ferriss discovered this saves 10+ hours weekly.
Type 2: The Servant Leader
Leadership Identity: “I lead by empowering and supporting others”
Natural Style:
- Develops people’s potential
- Creates warm, supportive culture
- Anticipates team needs
- Builds strong relationships
- Celebrates others’ successes
What Teams Love:
- Feeling personally valued
- Support during challenges
- Recognition and appreciation
- Open-door accessibility
- Investment in their growth
What Teams Fear:
- Emotional manipulation
- Favoritism and inconsistency
- Guilt trips about loyalty
- Invasive personal interest
- Hidden agendas in kindness
Leadership Superpower: Creating loyalty through genuine care and development.
Leadership Kryptonite: Burnout from overgiving and covert need for appreciation.
The $100K Reality Check: Your helping is hurting. Research shows overly supportive leaders create 24% more dependent teams. Quick test: If you answered work emails during your last vacation, you’re creating learned helplessness.
30-Second Fix: The “Help Budget” – You get 3 helps per day. After that, teach them to fish. This increases team capability by 218% according to training ROI studies.
Type 3: The Achievement Catalyst
Leadership Identity: “I lead by driving results and modeling success”
Natural Style:
- Sets ambitious goals
- Creates competitive momentum
- Optimizes for efficiency
- Celebrates wins publicly
- Adapts quickly to change
What Teams Love:
- Clear path to success
- Recognition for achievements
- Fast-paced advancement
- Learning from a winner
- Results-oriented clarity
What Teams Fear:
- Being expendable resources
- Work-life balance destruction
- Credit-stealing behavior
- Image over substance
- Ruthless competition culture
Leadership Superpower: Transforming average teams into high performers.
Leadership Kryptonite: Sacrificing people and principles for results.
The $100K Reality Check: Your achievement obsession creates $630 billion in turnover costs industry-wide. Quick test: Can you name your top performer’s kid? If not, they’re already interviewing elsewhere.
30-Second Fix: The “Friday Human Check” – No metrics talk on Fridays. Only human connection. High-trust cultures show 70% better alignment and 40% less burnout.
Type 4: The Visionary Authentic
Leadership Identity: “I lead by bringing unique vision and depth”
Natural Style:
- Champions authenticity and creativity
- Brings emotional intelligence
- Sees unique potential in people
- Creates meaningful work culture
- Values depth over surface
What Teams Love:
- Permission to be authentic
- Creative freedom and expression
- Deep, meaningful work
- Unique team identity
- Emotional validation
What Teams Fear:
- Emotional volatility
- Moodiness affecting decisions
- Drama and intensity
- Feeling inadequate or ordinary
- Inconsistent availability
Leadership Superpower: Creating deeply meaningful and creative work environments.
Leadership Kryptonite: Emotional turbulence that destabilizes team dynamics.
The $100K Reality Check: Your emotional intensity costs 51% in team turnover. Steve Jobs proved Type 4s can lead Apple to billions, but his emotional volatility cost millions in talent loss. Quick test: Has your mood determined a meeting’s outcome this week?
30-Second Fix: The “Emotional Weather Report” – Start meetings by stating your emotional state. “I’m at 60% today, not about you.” This reduces team anxiety by 73%.
Type 5: The Strategic Architect
Leadership Identity: “I lead through expertise and strategic thinking”
Natural Style:
- Develops innovative strategies
- Makes data-driven decisions
- Provides technical expertise
- Respects autonomy and competence
- Minimizes unnecessary interaction
What Teams Love:
- Intellectual stimulation
- Autonomous working style
- Competence-based respect
- Strategic clarity
- No micromanagement
What Teams Fear:
- Emotional disconnection
- Isolation and minimal feedback
- Over-complexity
- Hoarding of information
- Lack of team cohesion
Leadership Superpower: Solving complex problems through innovative thinking.
Leadership Kryptonite: Detachment that leaves teams feeling unsupported.
The $100K Reality Check: Your isolation costs 22% in team performance. Bill Gates learned this the hard way – Microsoft’s culture improved dramatically when he added heart-centered leadership. Quick test: When did you last have lunch with your team?
30-Second Fix: The “Office Hours Rule” – 2 hours weekly for open team access. No agenda needed. Engagement jumps 24% when leaders are accessible.
Type 6: The Protective Strategist
Leadership Identity: “I lead by ensuring security and preparedness”
Natural Style:
- Anticipates problems and risks
- Builds loyal, cohesive teams
- Creates backup plans
- Questions and verifies thoroughly
- Protects team from threats
What Teams Love:
- Feeling protected and secure
- Thorough preparation
- Loyalty and reliability
- Collaborative decision-making
- Risk awareness
What Teams Fear:
- Anxiety contagion
- Analysis paralysis
- Constant worst-case scenarios
- Trust issues and suspicion
- Indecisiveness under pressure
Leadership Superpower: Building bulletproof strategies and loyal teams.
Leadership Kryptonite: Anxiety that creates the very instability you fear.
The $100K Reality Check: Your worst-case thinking becomes self-fulfilling prophecy. Andy Grove’s “Only the paranoid survive” built Intel, but research shows anxious leaders reduce team performance by 30%. Quick test: How many “what if” scenarios did you create today?
30-Second Fix: The “Best Case Planning” – For every worst-case scenario, force yourself to plan one best-case. This balances your natural pessimism and improves decision quality by 45%.
Type 7: The Inspirational Innovator
Leadership Identity: “I lead by inspiring possibility and innovation”
Natural Style:
- Generates enthusiasm and energy
- Promotes innovation and experimentation
- Creates positive, fun culture
- Connects diverse ideas and people
- Maintains optimism through challenges
What Teams Love:
- Exciting vision and possibilities
- Fun, energetic environment
- Freedom to experiment
- Positive reframing of challenges
- Network connections
What Teams Fear:
- Lack of follow-through
- Avoiding difficult conversations
- Too many priorities
- Glossing over problems
- Commitment issues
Leadership Superpower: Transforming challenges into opportunities through optimism.
Leadership Kryptonite: Avoiding necessary negativity and difficult decisions.
The $100K Reality Check: Your optimism blindness costs millions in incomplete projects. Richard Branson’s Virgin has 400+ companies – but how many failed? Quick test: How many initiatives did you start but not finish this quarter?
30-Second Fix: The “One Thing Rule” – No new project until current one hits milestone. This improves completion rates by 67% and team satisfaction by 40%.
Type 8: The Commanding Force
Leadership Identity: “I lead by taking charge and protecting my people”
Natural Style:
- Makes bold, quick decisions
- Protects team fiercely
- Challenges people to grow
- Takes on the biggest obstacles
- Creates powerful momentum
What Teams Love:
- Decisive, strong leadership
- Protection from politics
- Direct, honest communication
- Empowerment to act
- Clear power dynamics
What Teams Fear:
- Aggressive confrontation
- Bulldozing opposition
- Vengeance and retaliation
- Emotional insensitivity
- Power struggles
Leadership Superpower: Breaking through obstacles with sheer force of will.
Leadership Kryptonite: Intimidation that creates compliance instead of commitment.
The $100K Reality Check: Your bulldozer approach costs $550 billion globally in lost productivity. Jack Welch transformed GE but left a trail of burned-out executives. Quick test: Do people agree with you quickly? They’re scared, not convinced.
30-Second Fix: The “Power With” Practice – Ask “What do you think?” before stating your opinion. Wait 10 seconds for real answers. This shifts from 29% to 70% trust rates.
Type 9: The Consensus Builder
Leadership Identity: “I lead by creating harmony and inclusive decisions”
Natural Style:
- Builds consensus and buy-in
- Creates inclusive environment
- Mediates conflicts diplomatically
- Sees all perspectives
- Maintains steady calm
What Teams Love:
- Inclusive decision-making
- Peaceful work environment
- Being heard and valued
- Steady, calming presence
- Fair mediation
What Teams Fear:
- Conflict avoidance
- Delayed difficult decisions
- Passive-aggressive responses
- Lack of clear direction
- Being too accommodating
Leadership Superpower: Creating harmony and buy-in across diverse groups.
Leadership Kryptonite: Avoiding necessary conflicts that fester into bigger problems.
The $100K Reality Check: Your conflict avoidance costs $359 billion annually in unresolved workplace conflicts. Satya Nadella’s consensus style grew Microsoft to $3 trillion, but only after he learned to make tough calls. Quick test: Are you sitting on a decision right now?
30-Second Fix: The “Decision Timer” – Set 48-hour deadline for all decisions. Better to make a reversible wrong decision than no decision. This improves team velocity by 35%.
Leadership Strengths by Type
| Type | Core Strength | When It Shines | Unique Value |
|---|---|---|---|
| 1 | Quality Standards | Process improvement, compliance | Creates excellence culture |
| 2 | People Development | Team building, mentoring | Builds loyalty and engagement |
| 3 | Results Delivery | Tight deadlines, competition | Achieves the impossible |
| 4 | Creative Vision | Innovation, differentiation | Brings meaning and uniqueness |
| 5 | Strategic Analysis | Complex problems, planning | Provides expertise and insight |
| 6 | Risk Management | Crisis preparation, security | Ensures stability and safety |
| 7 | Innovation Energy | Brainstorming, pivoting | Maintains morale and possibility |
| 8 | Decisive Action | Crisis, confrontation | Breaks through barriers |
| 9 | Harmony Building | Diverse teams, mediation | Creates inclusive culture |
Fatal Leadership Flaws
Type 1: The Criticism Cascade
The Pattern: Your high standards create a culture of fear where people hide mistakes, leading to bigger problems. The Fix: Implement “learning from failure” sessions where mistakes are celebrated as growth.
Type 2: The Burnout Spiral
The Pattern: You give until you’re depleted, then resent your team for not appreciating you enough. The Fix: Schedule regular self-care and set clear boundaries about your availability.
Type 3: The Human Calculator
The Pattern: You treat people as productivity units, creating turnover and disengagement. The Fix: Implement regular “human check-ins” separate from performance discussions.
Type 4: The Emotional Rollercoaster
The Pattern: Your moods dictate team atmosphere, creating instability and walking-on-eggshells culture. The Fix: Develop emotional regulation practices and communicate your internal state clearly.
Type 5: The Ivory Tower
The Pattern: You withdraw into strategy while your team flounders without guidance. The Fix: Schedule regular “office hours” for team interaction and support.
Type 6: The Anxiety Amplifier
The Pattern: Your worst-case thinking creates the very instability you’re trying to prevent. The Fix: Practice “best-case scenario” planning to balance your natural pessimism.
Type 7: The Shiny Object Syndrome
The Pattern: You chase new opportunities before completing current initiatives, exhausting your team. The Fix: Implement a “one thing complete before next thing starts” rule.
Type 8: The Scorched Earth Policy
The Pattern: You win battles but lose wars by destroying relationships in pursuit of goals. The Fix: Practice “power with” instead of “power over” leadership approaches.
Type 9: The Slow Bleed
The Pattern: You avoid addressing problems until they become crises requiring dramatic action. The Fix: Schedule weekly “difficult conversation” time to address issues early.
The 5-Minute Leadership Diagnostic That Could Save You Millions
Warning: This diagnostic tends to be uncomfortably accurate. It often reveals blind spots that leaders have been unconsciously avoiding.
Quick Test: Rate Yourself (1-5 Scale)
Body Center Questions (Types 8, 9, 1):
- I make decisions quickly without overthinking ___
- People follow my lead without me asking ___
- I handle confrontation directly and calmly ___
- My anger is controlled and strategic ___
- I delegate effectively without micromanaging ___
Heart Center Questions (Types 2, 3, 4):
- My team knows my authentic self, not just my role ___
- I celebrate others’ wins as much as my own ___
- I can receive criticism without taking it personally ___
- My emotions enhance rather than hijack decisions ___
- I value being over doing ___
Head Center Questions (Types 5, 6, 7):
- I act before having all the information ___
- I stay focused on one priority at a time ___
- I trust my gut over analysis ___
- I embrace uncertainty without anxiety ___
- I complete projects before starting new ones ___
Your Score Reveals Your Million-Dollar Leak
Score 20-25: You’re in the top 5% of integrated leaders. Your ROI potential: 415% within 12 months.
Score 15-19: You’re leaving money on the table. One blind spot is costing you 22% in team performance.
Score 10-14: You’re hemorrhaging talent. Expect 51% higher turnover than industry average.
Score Below 10: You’re part of the $8.9 trillion problem. But here’s the good news – you have the most upside potential.
The Counterintuitive Fix
Derek Sivers said it best: “If more information was the answer, then we’d all be billionaires with perfect abs.”
You don’t need more leadership training. You need to stop doing what’s not working.
The Tim Ferriss Leadership Elimination Method
Tim Ferriss discovered that world-class performers don’t add more – they eliminate what doesn’t work. Here’s his framework adapted for Enneagram leadership:
The 80/20 Leadership Audit
For each type, eliminate your biggest time-waster:
Type 1: Stop perfecting things that don’t matter. Apply the “Good Enough Rule” – If it’s not customer-facing or legally required, 80% quality is fine.
Type 2: Stop rescuing people. You’re not helping; you’re enabling. Set a “helping budget” of 3 assists per day.
Type 3: Stop measuring everything. Pick 3 metrics that matter. Ignore the rest.
Type 4: Stop waiting for the perfect emotional state. Schedule decisions for 9 AM regardless of mood.
Type 5: Stop researching past the point of diminishing returns. Set a research timer: 2 hours max per decision.
Type 6: Stop seeking more input. After 3 opinions, decide. More data won’t reduce your anxiety.
Type 7: Stop starting new things. Finish one thing completely before beginning another.
Type 8: Stop fighting every battle. Ask: “Will this matter in 6 months?” If no, let it go.
Type 9: Stop polling everyone. Make 3 decisions daily without consensus.
The ROI of Elimination
What happens when leaders focus on elimination:
- Significant time saved (often 10+ hours per week)
- Improved team engagement
- Reduced stress levels
- Better team productivity
The counterintuitive part? Effective leaders do less, not more.
Building Your Leadership Stack
The Leadership Stack Model
Think of leadership as a technology stack you need different layers working together:
Layer 1: Self-Awareness (Foundation)
- Understand your type’s patterns
- Recognize your triggers
- Know your energy cycles
Layer 2: Self-Management (Stability)
- Regulate your type’s excesses
- Develop missing competencies
- Maintain sustainable practices
Layer 3: People Skills (Connection)
- Adapt to different types
- Communicate effectively
- Build trust authentically
Layer 4: Strategic Thinking (Direction)
- Balance all three centers
- Integrate diverse perspectives
- Make holistic decisions
Layer 5: Influence (Impact)
- Inspire through authenticity
- Create lasting change
- Leave legacy
Developing Each Layer by Type
Type 1: The Standard Bearer’s Stack
- Awareness: Notice when perfectionism kicks in
- Management: Practice “good enough” decisions
- People: Celebrate progress over perfection
- Strategy: Balance quality with speed
- Influence: Model growth over perfection
Type 2: The Servant Leader’s Stack
- Awareness: Recognize when giving has agenda
- Management: Set clear boundaries
- People: Empower without rescuing
- Strategy: Balance people and results
- Influence: Teach self-sufficiency
Type 3: The Achievement Catalyst’s Stack
- Awareness: Notice when image overrides authenticity
- Management: Schedule relationship time
- People: Celebrate team over individual wins
- Strategy: Define success beyond metrics
- Influence: Model sustainable excellence
Type 4: The Visionary Authentic’s Stack
- Awareness: Track emotional patterns
- Management: Develop emotional regulation
- People: Validate others’ experiences
- Strategy: Balance vision with execution
- Influence: Channel intensity productively
Type 5: The Strategic Architect’s Stack
- Awareness: Notice withdrawal patterns
- Management: Schedule people interaction
- People: Share thinking process
- Strategy: Balance analysis with action
- Influence: Make expertise accessible
Type 6: The Protective Strategist’s Stack
- Awareness: Identify anxiety triggers
- Management: Practice confident decisions
- People: Project calm assurance
- Strategy: Balance caution with courage
- Influence: Model prepared confidence
Type 7: The Inspirational Innovator’s Stack
- Awareness: Notice avoidance patterns
- Management: Complete before pivoting
- People: Address difficult issues
- Strategy: Depth over breadth
- Influence: Model sustained focus
Type 8: The Commanding Force’s Stack
- Awareness: Recognize impact on others
- Management: Practice vulnerability
- People: Empower don’t overpower
- Strategy: Build consensus sometimes
- Influence: Model controlled strength
Type 9: The Consensus Builder’s Stack
- Awareness: Notice conflict avoidance
- Management: Take decisive stands
- People: Address issues directly
- Strategy: Priority over peace
- Influence: Model engaged presence
The Uncomfortable Conversation Framework (Worth $359 Billion)
Remember Tim Ferriss’s insight? “A person’s success in life can usually be measured by the number of uncomfortable conversations he or she is willing to have.”
Unresolved conflicts cost businesses $359 billion annually. Here’s the exact script for having the conversation your type avoids. (For more on how each type communicates, see our communication guide.)
The 5-Sentence Format That Works
Sentence 1: The Observation “I’ve noticed [specific behavior] happening [frequency].”
Sentence 2: The Impact “The effect has been [specific consequence].”
Sentence 3: The Request “Going forward, I need [specific change].”
Sentence 4: The Check-In “What’s your perspective on this?”
Sentence 5: The Agreement “So we’re agreed that [specific next step]?”
Type-Specific Conversation Triggers
Type 1: Having to lower your standards Your script: “I’ve noticed we’re spending 40% of our time perfecting details that customers don’t see. The effect has been missing three deadlines. Going forward, I need us to apply the 80/20 rule. What’s your perspective on this?”
Type 2: Setting boundaries with needy team members Your script: “I’ve noticed you’ve come to me 5 times today for approval on routine decisions. The effect has been I can’t focus on strategic work. Going forward, I need you to make these decisions yourself and update me weekly. What’s your perspective?”
Type 3: Admitting failure or weakness Your script: “I’ve noticed I’ve been prioritizing speed over team wellbeing. The effect has been two resignations. Going forward, I need to balance results with relationships better. What’s your perspective on how I can improve?”
Type 4: Addressing your emotional impact Your script: “I’ve noticed my mood shifts affect team energy. The effect has been inconsistent productivity. Going forward, I’ll share my emotional state at meeting starts so you know it’s not about you. What’s your perspective?”
Type 5: Giving emotional support Your script: “I’ve noticed you seem stressed about the project. The effect might be affecting your work quality. Going forward, I want to offer more support. What’s your perspective on what you need?”
Type 6: Making decisions without consensus Your script: “I’ve noticed we’ve discussed this issue four times without deciding. The effect has been lost momentum. Going forward, I’m making the call to proceed with Option A. What’s your perspective on implementation?”
Type 7: Delivering negative feedback Your script: “I’ve noticed the last three projects were started but not completed. The effect has been team frustration. Going forward, I need us to finish current work before starting new initiatives. What’s your perspective?”
Type 8: Showing vulnerability Your script: “I’ve noticed I’ve been bulldozing through discussions. The effect has been people stopping sharing ideas. Going forward, I need to listen more before deciding. What’s your perspective on how I can improve?”
Type 9: Taking a strong stance Your script: “I’ve noticed we keep deferring this decision to keep everyone happy. The effect has been competitive disadvantage. Going forward, I’m deciding we proceed with the controversial option. What’s your perspective on managing reactions?”
The 72-Hour Rule
Critical insight: If you don’t have the conversation within 72 hours of recognizing the need, you probably never will.
Set a reminder. Schedule it. Do it scared.
The data is clear: Leaders who have one uncomfortable conversation weekly see:
- 67% faster issue resolution
- 40% less team drama
- 51% better performance reviews
- $50K average saved per avoided crisis
Leading Different Personality Types
Understanding how to adapt your leadership style for different personality types is essential. For deeper insights into team dynamics and workplace team building, explore our dedicated guides.
The Leadership Matrix
How each type should adapt when leading other types:
Leading Type 1s:
- Be precise and prepared
- Respect their standards
- Give them quality control roles
- Don’t take criticism personally
- Acknowledge their expertise
Leading Type 2s:
- Show personal appreciation
- Include them in people decisions
- Don’t take their help for granted
- Give them mentoring opportunities
- Recognize their contributions publicly
Leading Type 3s:
- Set clear, ambitious goals
- Give them visibility
- Reward achievements quickly
- Don’t slow them down unnecessarily
- Provide advancement paths
Leading Type 4s:
- Acknowledge their uniqueness
- Give creative freedom
- Don’t dismiss emotions
- Provide meaningful work
- Allow authentic expression
Leading Type 5s:
- Respect their expertise
- Give them thinking time
- Don’t demand instant answers
- Provide intellectual challenges
- Minimize unnecessary meetings
Leading Type 6s:
- Be consistent and reliable
- Address their concerns seriously
- Don’t dismiss their worries
- Provide security and backup plans
- Build trust gradually
Leading Type 7s:
- Keep things interesting
- Give them variety
- Don’t box them in
- Provide new challenges
- Allow some flexibility
Leading Type 8s:
- Be direct and honest
- Give them challenges
- Don’t micromanage
- Respect their strength
- Allow them to protect others
Leading Type 9s:
- Include them in decisions
- Give them time to process
- Don’t pressure for quick answers
- Provide steady environment
- Appreciate their mediation
Crisis Leadership by Type
When Each Type Shines in Crisis
Type 1: Creating order from chaos with systematic response Type 2: Keeping team morale and cohesion intact Type 3: Driving rapid results and adaptation Type 4: Bringing creative solutions others miss Type 5: Analyzing complex problems strategically Type 6: Anticipating problems and having contingencies Type 7: Maintaining optimism and finding opportunities Type 8: Taking decisive action when others freeze Type 9: Keeping everyone calm and united
Crisis Leadership Pitfalls
Type 1: Perfectionism when speed matters more Type 2: Burning out trying to save everyone Type 3: Sacrificing long-term for short-term wins Type 4: Getting overwhelmed by intensity Type 5: Over-analyzing when action is needed Type 6: Spreading anxiety through the team Type 7: Minimizing real dangers Type 8: Bulldozing without buy-in Type 9: Avoiding tough decisions too long
Developing Missing Leadership Muscles
The Integration Path
Each type can develop by integrating qualities of other types:
Type 1 � Type 7: Add spontaneity and joy to your perfectionism Type 2 � Type 4: Develop authentic self-expression beyond helping Type 3 � Type 6: Build loyal teams, not just successful ones Type 4 � Type 1: Add discipline to your creative vision Type 5 � Type 8: Transform knowledge into decisive action Type 6 � Type 9: Find calm confidence in uncertainty Type 7 � Type 5: Add depth and expertise to enthusiasm Type 8 � Type 2: Lead through empowerment, not domination Type 9 � Type 3: Drive results while maintaining harmony
Cross-Training Exercises
For Body Types (8, 9, 1):
- Practice emotional check-ins
- Develop strategic thinking time
- Slow down decision-making
For Heart Types (2, 3, 4):
- Practice data-driven decisions
- Develop analytical frameworks
- Separate feelings from facts
For Head Types (5, 6, 7):
- Practice gut instinct decisions
- Develop body awareness
- Take action before full analysis
Real-World Leadership Examples
Type 1: The Standard Bearer
Example: Indra Nooyi (Former PepsiCo CEO)
- Set exceptional performance standards
- Transformed company through systematic change
- Balanced perfectionism with strategic vision
Type 2: The Servant Leader
Example: Howard Schultz (Starbucks)
- Built company on employee care
- Created culture of connection
- Sometimes struggled with boundaries
Type 3: The Achievement Catalyst
Example: Jeff Bezos (Amazon)
- Relentless focus on results
- Built achievement-oriented culture
- Sometimes criticized for intensity
Type 4: The Visionary Authentic
Example: Steve Jobs (Apple)
- Brought unique vision and creativity
- Demanded authentic excellence
- Known for emotional intensity
Type 5: The Strategic Architect
Example: Bill Gates (Microsoft)
- Led through technical expertise
- Strategic, analytical approach
- Evolved to add more heart-centered leadership
Type 6: The Protective Strategist
Example: Andy Grove (Intel)
- “Only the paranoid survive” philosophy
- Built through careful risk management
- Protected company through preparation
Type 7: The Inspirational Innovator
Example: Richard Branson (Virgin)
- Infectious enthusiasm and vision
- Constant innovation and expansion
- Sometimes spread too thin
Type 8: The Commanding Force
Example: Jack Welch (GE)
- Decisive, powerful leadership
- Transformed through strong will
- Sometimes seen as too aggressive
Type 9: The Consensus Builder
Example: Satya Nadella (Microsoft)
- Transformed culture through inclusion
- Built consensus across divisions
- Balanced harmony with necessary change
Your 30-Day Leadership Upgrade Plan
Week 1: Awareness Building
Days 1-3: Type Recognition
- Take Enneagram assessment
- Journal your leadership patterns
- Identify your top 3 triggers
Days 4-7: Impact Assessment
- Survey team (anonymously) about your leadership
- Identify patterns in feedback
- Map strengths and blind spots
Week 2: Skill Development
Days 8-10: Address Fatal Flaw
- Pick your biggest leadership weakness
- Practice opposite behavior daily
- Track responses and results
Days 11-14: Develop Missing Center
- If Body type: Practice emotional intelligence
- If Heart type: Practice analytical thinking
- If Head type: Practice decisive action
Week 3: Team Application
Days 15-17: Type Mapping
- Identify team members’ types
- Adjust approach for each person
- Notice improved responses
Days 18-21: Communication Upgrade
- Practice type-specific communication
- Hold different style meetings
- Get feedback on changes
Week 4: Integration
Days 22-24: Crisis Simulation
- Practice crisis leadership
- Use your type’s strengths
- Avoid your type’s pitfalls
Days 25-28: Build New Habits
- Establish daily leadership practices
- Create accountability systems
- Design sustainable routines
Days 29-30: Plan Forward
- Review progress and insights
- Set 90-day development goals
- Share learnings with team
Daily Leadership Practices by Type
Type 1: Start day acknowledging what’s working well Type 2: Set one boundary before helping anyone Type 3: Have one non-goal conversation daily Type 4: Do one ordinary task with presence Type 5: Initiate one personal connection Type 6: Make one confident decision quickly Type 7: Complete one thing fully Type 8: Show vulnerability once Type 9: State one clear preference
The $8.9 Trillion Question: What’s Your Next Move?
Here’s what we know for certain:
- Poor leadership is hemorrhaging $8.9 trillion from the global economy
- 82% of employees are actively looking for new jobs
- Trust in managers has plummeted to 29%
- But companies that understand personality-based leadership see 415% ROI
The math is simple: Every day you delay addressing your leadership blind spots costs you money. Real money. Measurable money.
Your 48-Hour Leadership Revolution
Tim Ferriss says: “What we fear doing most is usually what we most need to do.”
Right now, you’re afraid of something:
- Type 1: Afraid of being imperfect
- Type 2: Afraid of being unloved
- Type 3: Afraid of being worthless
- Type 4: Afraid of being ordinary
- Type 5: Afraid of being incompetent
- Type 6: Afraid of being without support
- Type 7: Afraid of being trapped in pain
- Type 8: Afraid of being controlled
- Type 9: Afraid of separation and conflict
Your fear is costing you millions.
The 48-Hour Challenge
Hour 1-2: Take the diagnostic. Identify your type. Face your number.
Hour 3-24: Have one uncomfortable conversation using the framework. Just one.
Hour 25-48: Implement one elimination from the 80/20 audit. Stop doing one thing.
That’s it. 48 hours. Three actions.
What typically happens when leaders commit to these steps:
- Teams notice and respond immediately
- Time savings become apparent within the first week
- Breakthrough insights emerge from self-awareness
- The common reaction: “I wish I’d done this sooner”
The Brutal Truth Nobody Will Tell You
You already know what you need to do. You’ve known for months, maybe years. You’re just hoping someone will tell you it’s okay to keep avoiding it.
It’s not okay. It’s costing you:
- Money (average $500K annually in lost productivity)
- Talent (51% higher turnover)
- Time (12 hours weekly on the wrong things)
- Legacy (what will people remember?)
But here’s the hope: The moment you stop pretending and start addressing your real leadership challenges, everything changes. Not gradually. Immediately.
Three Decisions That Will Transform Your Leadership
Decision 1: Stop Lying to Yourself
Pick your lie:
- “I don’t have time” (you have time for what matters)
- “My team isn’t ready” (they’re waiting for you to lead)
- “It’s not that bad” (check your turnover rate)
- “I’ll change gradually” (you won’t)
Decision 2: Pick Your Discomfort
Jim Dethmer nailed it: “So many of us destroy our aliveness through pretending.”
You can choose:
- The discomfort of growth (temporary)
- The discomfort of stagnation (permanent)
There is no comfortable option.
Decision 3: Start Today, Not Monday
The “I’ll start Monday” leaders are part of the $8.9 trillion problem. The “I’ll start now” leaders see 415% ROI.
Which are you?
Your Leadership ROI Calculator
Let’s make this tangible:
Your Current Reality:
- Team size: ___
- Average salary: $___
- Current engagement: 21% (global average)
- Annual turnover cost: Team size × Average salary × 0.5 = $___
Your Potential Reality (with personality-based leadership):
- Engagement increase: 34%
- Turnover reduction: 51%
- Productivity gain: 22%
- Time saved weekly: 12 hours
Your ROI: (Productivity gain + Turnover savings) × Team size = $___
Most leaders discover they’re leaving $1-5 million on the table annually.
The Only Question That Matters
Seneca wrote: “Every new thing excites the mind, but a mind that seeks truth turns from the new and seeks the old.”
This isn’t new information. The Enneagram has been around for centuries. Personality-based leadership isn’t revolutionary.
The only question is: Will you be the leader who does something with this knowledge, or the one who bookmarks it for “later”?
Your Next 5 Minutes
- Identify your type (if you haven’t already—our beginner’s guide can help)
- Write down your biggest leadership fear
- Schedule one uncomfortable conversation for tomorrow
- Pick one thing to stop doing
- Share this with one person who needs it
That’s it. Five minutes. Five actions.
Or do nothing. Stay part of the $8.9 trillion problem. Keep bleeding talent. Keep wondering why leadership feels so hard.
The choice has always been yours.
The Meta-Truth About Leadership
Here’s what Tim Ferriss discovered after interviewing 500+ world-class performers:
“The superheroes you have in your mind are nearly all walking flaws who’ve maximized one or two strengths.”
You don’t need to be perfect. You need to be aware. You don’t need to be fearless. You need to be willing. You don’t need to be everyone’s leader. You need to be your type of leader.
The Enneagram isn’t about putting you in a box. It’s about showing you the box you’re already in – so you can climb out.
Every moment you spend trying to lead like someone else is a moment stolen from your authentic impact.
Every comfortable day is a day closer to irrelevance.
Every avoided conversation is a problem growing worse.
But every small step toward authentic leadership compounds into transformation.
The $8.9 trillion question isn’t whether you can afford to change.
It’s whether you can afford not to.
Your team is waiting. Your potential is waiting. Your legacy is waiting.
What are you waiting for?