“What are the Characteristics, Perspectives, and Motivations of a Type 9 Person and How Will I, a...

1. Understanding My Type

1.1. How does this Type of leader see the world?

1.1.1. As a dangerous place

1.1.2. Can project their fears onto enviroment making ti worse than it is

1.1.3. Seek out safety, security, and certainty

1.1.4. May look for problems where they do not exist

1.1.5. Reality is context dependent. "It depends..." aware of the complexities of life

1.1.6. Knows life is unpredictable, seeks to forsee problems, tends to remain calm in crisis

1.2. How would you describe your leader Type?

1.2.1. Seeks security, but tends to not find it

1.2.2. Attention goes to reading people and situations to determine strustworthiness

1.2.3. Focuses on forcasting potential problems to be ready to deal with it

1.2.4. wants to find a good authority they can trust, but experience leads to belive people in power canʻt be trusted. Identifies with the underdog

1.2.5. Everything depends on context, seeks data to understand

1.3. What is the Central Adaptive Strategy of your personality style?

1.3.1. Adapts to a dangerous world by predicting potential dangers and planning to prepare for them

1.3.2. Can get caught up in overanalyzing and not taking action

1.3.3. when managing people-Analytical and strategis skills good for risk assessment, loyalty, and logical minds

1.4. What does this Type of leader pay attention to?

1.4.1. signs of danger and seeking certainty. always looking for signs of threats

1.4.2. how people behave and whetehr actions aligned with stated intentions

1.4.3. relaxed with people they trust. guardup/reserve in new situations

1.4.4. At work, looks for potential problems, learns from mistakes.

1.4.5. Takes time to give trust

1.5. What are the core characteristics of this Type of leader?

1.5.1. Good analytical minds for evalutating data and doing research

1.5.2. Good troubleshooters

1.5.3. Skill at preparation and readiness in the face of things that might go wrong

1.5.4. Excellent problem-solvers

1.5.5. Ability to be calm in a crisis

1.5.6. Protective and supportive of team

1.6. What are the Mental, Emotional, and Behavioral patterns of this Type of leader?

1.6.1. Mental

1.6.1.1. "Head-centered" who analyze ideas, situations, and evaluate risks

1.6.1.2. Active imaginations. "What ifs?"

1.6.1.3. Contrarrian thinking, challenges others' thinking

1.6.1.4. Very logical, likes to have facts/data. May perpetually question things

1.6.1.5. "May doubt what is goin on, themselves, and even their own doubt.

1.6.2. Emotional

1.6.2.1. Fear is the primary emotions experienced

1.6.2.1.1. some can name fears

1.6.2.1.2. some subconsciously manage fears so donʻt realize it is there

1.6.2.1.3. some rely on authority /rules/process to guide actions

1.6.2.1.4. others seek to become strong to protect from fear and overcome it

1.6.3. Behavioral

1.6.3.1. Ask a lot of questions/poke holes in plans/doubt and test to see what they can trust

1.6.3.1.1. IT ALL DEPENDS

1.6.3.2. Hard workers who do due diligence OR can get caught it analysis paralysis and have trouble taking action

1.6.3.3. manage anxiety by either taking on difficult situations or avoiding them

1.6.3.4. May be organized/percise/efficient OR indecisive/uncertain/disorganized

1.6.3.5. caring/friendly OR reserved/defensive

1.7. What are the Main Strengths and Superpowers of this Type of leader?

1.7.1. Ability to accurately asses risks and threats

1.7.2. Good problem solver

1.7.3. Insightful and analytical

1.7.4. Precision and attention to process

1.7.5. Loyalty and reliability

1.8. When does too much of a good thing become a bad thing for this Type of leader?

1.8.1. So attuned to watching for threats, overestimate how risky

1.8.2. finding problems where they donʻt exist

1.8.3. analysis paralysis

1.8.4. Donʻt leave room for flexibility

1.8.5. What does this Type of leader look like at work and what can they do to be easier to work with?

1.9. What do the 3 kinds of leaders of this Type look like?

1.9.1. Low Side

1.9.1.1. Mistrust and paranoid

1.9.1.2. rejects majority/authority

1.9.1.3. avoid conflict.

1.9.1.4. stressed out may inner conflict pleasing or rebelling

1.9.1.5. selfDoubt

1.9.2. High Side

1.9.2.1. observant/intellegient/understanding

1.9.2.2. Read situations/people well.

1.9.2.3. can develop strong relationships based on mutual trust.

1.9.2.4. can feel fear/anxiety, but move forward

1.9.2.5. able to read situations and make thoughts decisions

1.10. What does this Type of leader look like at work and what can they do to be easier to work with?

1.10.1. Self-preservation (self-focused)

1.10.1.1. Cope with fear by finding allies

1.10.1.2. Try to be friendly /supress aggression

1.10.1.3. Tends to be least certain. needs proof.

1.10.1.4. Sees world in grey/ injects doubt into topics. Doubt others/themselves

1.10.1.5. May be perceived as warm/ but really afriad for survival

1.10.1.6. struggle to appear strong. looks to others to provide support.

1.10.1.6.1. can leverage ability to build relationships to become more thoughtful/wise/sensitive to others needs

1.10.2. The social (Group-focused)

1.10.2.1. More certain/less ambiguos. Seeing more in terms of black/white instead of grey

1.10.2.2. coup by finding outside authority to guide choices/ease fears

1.10.2.2.1. Can lead to being too sure

1.10.2.2.2. Seeks to calm anxieties by becomeing"true believers"

1.10.2.3. those that are more comfortable and less fearful

1.10.2.3.1. have guidelines that keep them safe. know who good/bad guys are

1.10.2.3.2. obey rules. likes order

1.10.2.4. wants clear structures based on rational

1.10.2.4.1. express leadership through prcesses/norms/duties/systems

1.10.3. One-to-one (Relationship-focused)

1.10.3.1. most assertive/strong/rebellious

1.10.3.2. cope withfear/anxiety by intimidating others to keep danger at bay

1.10.3.2.1. What does this Type of leader look like at work and what can they do to be easier to work with?

1.10.3.3. counterphobic- subconsiously avoids registering fear

1.10.3.4. difficult time trusting

1.10.3.5. May look like type8. they can be outspoken rebels

1.10.3.5.1. risk-takers who are engaging ito their fear of being controlled by causing trouble

1.10.3.6. As leaders, strong/authoritative, but more vulnerable and insecure than they appear

1.11. How can I build relational bridges with this Type?

1.11.1. What Iʻm like at Work

1.11.1.1. needs to work with people they trust

1.11.1.2. donʻt like taking the heat for decisions

1.11.1.3. data-oriented, bust sometimes feels it is not respected

1.11.1.4. distrustful of authority

1.11.1.5. Sometimes viewed as slowing down progress, but just trying to ask question to ensure due diligence

1.11.2. Easier to work with

1.11.2.1. Not everyone needs the same time/space to test/questions plans/proposals

1.11.2.2. Your questions may be viewed as challenges rather than clarity for success

1.11.2.3. Maintain awareness of what you do/say based in fear

1.11.2.4. have a circle that they can trust to bounce ideas and prevent unnecessary hesitation

1.12. What are the typical behaviors of this Type of leader in the workplace and why should that matter to followers?

1.12.1. Beahaviors

1.12.1.1. has a million questions

1.12.1.2. dificult time making decisions. analysis-paralysis

1.12.1.3. plays "devilʻs advocate"

1.12.1.4. self-doubt.

1.12.1.5. Doesnʻt trust easily

1.12.1.6. Worst case scenarios

1.12.1.7. loyalty to team, us against the world. Underdog mentality

1.12.1.8. Assesses risks/troubleshoots. thinks ahead/finds weaknesses

1.12.1.9. Funny/dry wit

1.12.2. WHy it matters to followers of Type 6s

1.12.2.1. They will want to know your ideas

1.12.2.2. You need to earn their trust. Donʻt fake it.

1.12.2.3. Respect their concerns. talk through them

1.13. What’s great about working with conscious leaders of this Type and how can followers leverage these characteristics in their relationship with this Type of leader?

1.13.1. Sensitivity to power dynamic

1.13.2. Ability to forecast problems before and prepare to meet them

1.13.3. Ability to observe/analyze/think through problems

1.13.3.1. Followers can provide information, opinions, and honest feedback to help Type 6 leaders get a better understanding of situations and work through problems

1.13.4. ability to be calm and competent in crisis

1.13.5. loyalty, support, dedication to people/causes

1.14. What are the typical challenges for people who work with this Type of leader and what can followers do to navigate these challenges?

1.14.1. Welcome/respect/manage fear

1.14.2. Becareful trying to be anitauthoritian and witty. can derail you

1.14.3. tone down worry. focus on positive

1.14.4. know the difference between your projection of fear and intuition

1.14.5. Figure out how you can develop trust in others more consciously

1.14.6. Balance problem sovling/excessive problem seeking.

2. Understanding Their Type

2.1. How will I leverage the best of myself in my Type to bring out the best in others in their Type?

2.1.1. Type 6s have the ability to seek out understanding as they try to find security, knowing that Type 9s have a tendency to be passive of their own ideas but calm, I can welcome them into conversations and encourage them to contribute.

2.2. How will I leverage the best of others in their Type to bring out the best in my leadership Type?

2.2.1. By providing a safe space and encouraging a sharing of ideas, I can leverage Type 9s ability to search for peace to help keep my anxieties in check. Allowing me to flurish in a balance of preparation but not over analysis

2.3. What are the possible win-win connections between my personality Type and others’ personality Type?

2.3.1. Type 6s are loyal, seek to be prepared, and team-oriented. Type 9s do a great job of managing conflict and keeping peace. I can use my ability to question and seek out clarity to encourage Type 9 to speak up and contribute. And their suportive nature can ease my self-doubt.

2.4. What are the potential shadow sides of our personalities and how might they clash?

2.4.1. We both struggle with self=doubt or feeling like our voice doesnʻt matter. This leads to a desire to avoid conflict and making decisions. These two shadow side combined would mean nothing gets done

2.5. What do I need to be looking out for as I better understand my motivations in my Type and my others’ motivations in their Type?

2.5.1. I need to be mindful that my desire of security by finding clarity through questioning might come off as exsive pressure on a Type 9s desire for peace and harmony

2.6. How can I better empathize with others in their Type?

2.6.1. Understand that their desire for peace is not passitivity, but that they do desire an avoidance of conflict. If I can creat a supportive environment, they will be willing to share their voice in an attempt for true peace through clarity

2.7. How can I build relational bridges with this Type?

2.7.1. By understanding their needs, I can offer support, empathize with their desire for peace by being direct while considerate and inviting their input in a patient and reassuring way

3. Social Awareness Questions: Carver and Green

3.1. Motivation

3.1.1. How would you describe this type?

3.1.1.1. Focuses on others and seeks to create harmony/avoid conflict

3.1.1.2. Tries to make sure everyone is heard and included

3.1.1.3. Goes with the flow/supports others/ knownas "Mediator/Peacmaker"

3.1.1.4. Can dismiss their views as unimportant so doesnʻt voice them/can lead to being overlooked

3.1.1.5. Communicate style is not making waves. Tries to understand other perspectives

3.1.1.6. Donʻt like being center of attention

3.1.1.7. Can become a volcano ready to errupt due to putting down their own feelings towards things

3.1.2. What is this type motivated by? What are the healthy and unhealthy (motivators) of the type?

3.1.2.1. Desire for peace and calm

3.1.2.2. Choosing the path of least resistance. Donʻt want to cause trouble or be troubled

3.1.3. If everyone in the world was this type, what would be the best and worst qualities this type would bring to the world?

3.1.3.1. Less quieter, less intense, and less polarized world

3.1.3.2. The world would be more accepting and agreable/peaceful on the surface

3.1.3.3. Under the serface, passive-aggresive, pent-up anger due to no one saying what they really mean. Nothing would get done due to not deciding what to do.

3.1.4. What does the Shadow Side look like: What are the weaknesses of the type?

3.1.4.1. Due to possibly not feeling worthy, or the effor it taks, can settle for ceasefire instead of true love and belonging

3.1.4.2. Sometimes settling for surface level peace instead of true resolution. If nothing is blowing up, everything is ok.

3.1.4.3. Their voice doesnt matter, dont impose their will on others, roll with punches/dont be selfish, cant make hard decisions, peace over their own needs, nobody cares about them

3.1.4.3.1. People get used to them being neutral/agreeable

3.1.4.4. Deadly sin of Sloth: used as defensive mechanism to protect from feelings of dealing with hardships/problems

3.1.4.4.1. physical laziness

3.1.4.4.2. social laziness

3.1.4.4.3. professional/situational laziness

3.1.5. What is the impact of the Integration and Disintegration of this type (including Warning Signs)?

3.1.5.1. Stress/disintegration

3.1.5.1.1. Look like Type 6

3.1.5.2. Healthy/integrated

3.1.5.2.1. Looki like Type 3

3.1.6. What is the helpful language of this type and what can we learn from it?

3.1.6.1. Merging

3.1.6.1.1. tendency to align with others to keep peace

3.1.6.2. Inner Sanctum

3.1.6.2.1. takes little vacations into theri minds to find peace

3.1.6.3. One-hundred-mile stare

3.1.6.3.1. seems absent-minded, if nothing is happing around them- can check out.

3.1.6.4. Numbing/narcotizing

3.1.6.4.1. defense mechanism, watching videos, food, execercise. Due to feeling inadequate to many challenges of life. stimulates them because they find it difficult to stimulate themselvds

3.2. Empathy

3.2.1. How do Subtypes, Wings, Triads, and Stances help us to better understand the emotions and perspectives of this type?

3.2.1.1. Subtypes

3.2.1.1.1. Self-Preservation

3.2.1.1.2. Sexual

3.2.1.1.3. Social

3.2.1.2. Wings

3.2.1.2.1. 9w8

3.2.1.2.2. 9w1

3.2.1.3. Triad: Body- Take info intuitevely through their bodies

3.2.1.3.1. Asleep to their anger.

3.2.1.3.2. Ignore and suppress their anger. It takes less energy than acting on it

3.2.1.3.3. Anger can come out when they finally realize it after the fact

3.2.1.4. Stances: Withdrawing- oriented away from other people. strong tendency to retreat inwardly

3.2.1.4.1. Lives in theri own internal world. can get lost in own thoughts

3.2.1.4.2. Preserves autnomy if others force them into things

3.2.1.4.3. Doing-repressed(think/feel more intuitively than the "do") Great ideas, struggle with action

3.2.2. If You Love a 8: What do you need to keep in mind as you lead them?

3.2.2.1. Donʻt interrupt them

3.2.2.1.1. They feel like their voice doesnʻt matter, show them it does

3.2.2.2. Make space for them to asser their voice

3.2.2.2.1. hesitant to express unpopular opinions

3.2.2.2.2. encourage, Valideate, speak up for them if they are struggling to voice

3.2.2.3. If you have conflict, be patient and persistent

3.2.2.3.1. stay peristent at allowing them time to address conflict instead of letting them sweep it under the rug

3.2.2.4. Treat them like a priority

3.2.2.4.1. Make it loud and clear

3.2.3. Unlearn the Nesting Lies: What are these lies and why do they matter?

3.2.3.1. Lie: Itʻs not okay to assert themselves

3.2.3.1.1. Truth: You are worthy!

3.2.3.2. Lie: Their wants and needs donʻt matter

3.2.3.3. Lie: keeping the peace is more important than I am

3.2.3.3.1. Your internal peace is just as important!

3.2.3.4. Lie: Nobody sees or understands me

3.2.3.5. Lie: Iʻm not special

3.2.4. Ripple Effects: What are the ripple effects of this type on others?

3.2.4.1. Avoiding conflict can make situation worse the longer it is unaddressed

3.2.4.2. If tensions unaddressed, relationships can be harmed as they fill in gaps of understanding with negativity.

3.2.4.3. Addressing conflict internally does not mean it was resolved with other party

3.2.4.4. Difficult for others to determine if you are actually content. Getting them fustrated

3.2.4.5. Type 9s feel like they donʻt matter, they can withdraw which will hurt rdlationships, creating a cylcle of feeling unimportant

3.2.5. Self-Care: How can you help this type to develop healthy practices?

3.2.5.1. Surrender

3.2.5.1.1. Practice of naming and releasing burdens/anger

3.2.5.2. Nature Walks

3.2.5.2.1. Reminds that even in a world of chaos, their is natural order to life. The world is much bigger than you and your troubles

3.2.5.3. Peacemaking

3.2.5.3.1. Look for ways to use gift of peacemaking. Even though it make take effort, it is your natural state of serving others

3.2.5.4. Acknowledging Needs and Desires

3.2.5.4.1. Voice and claim your needs. Writting them down or voicing them. Helps in growth of expressing self-worth

4. Relationships

4.1. Follower-to-Leader

4.1.1. Communicate my need for clarity and direction while showing respect to your leader

4.1.2. Offer support and trust in your leader to encourage them to lead more confedently

4.1.3. Gently push for decisions to be made while looking to solve problems or plan

4.2. Follower-to-Follower

4.2.1. Work to build trust by rallying around shared goals and letting them know that their ideas/input is valued to encourage their contribution

4.2.2. Balance your seeking clarity and their avoidance tendancies by asking questions that invite their perspective

4.3. Leader-to-Follower

4.3.1. Create a safe space for feedback that empahsizes honesty and that their voice matters

4.3.2. address an indecisiveness or their hesitation to share their ideas.

4.4. Relationships

4.4.1. Leader-to-Leader

4.4.1.1. Align shared goals that helps encourage secutrity and peace

4.4.1.2. create a decision making process that balances the need for security and peace focusing on timely decisions and time for reflection.

4.4.1.3. Allow for the balancing of leadership styles. Type 6 can antiicpate issues while Type 9 helps keep team grounded.