I JUST WANT 
everyone to get along!

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SITE: Type 9 overview

 

LEVELS by TYPE (cont.)
TYPE 9 – Peacemakers/Mediators
♦︎ Healthy Levels – Self-remembering : Indomitable (bulletproof). Able to bring people together & heal conflicts.
♦︎ Unhealthy Levels – Self-abandonment: De-personalized behavior. Held back by passivity & stubbornness.

HEALTHY 9s: I have a calming effect on others
♦︎ The Stoic: Unshakable, self-possessed, they’re quietly strong, a skilled mediator, wise, unpretentious & put others at ease.

● Serenity overcomes the vice of Indifference, allowing 9s to become more in tune with their inner desires & thoughts. Pleasant & modest, at High Performance level they’re accepting, calming, harmonizing, patient, steady & supportive. They build consensus, & can skillfully blend divergent points of view.
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AVERAGE 9s: I like to go through life unhurriedly, in a relaxed manner.
♦︎ The Monk: agreeable, easy-going, grounded, nice, peaceful, placid
● Life corrupts the ideal of love (appreciating self before others) into believing they should focus their appreciation only on the external world.

This leads to the idea that the 9’s inner world is dull, because the exterior is so complex. They rely on indifference to keep the illusion that their inner concerns aren’t really a problem. Their desire for harmony takes the form of conflict-avoidance, & they can sacrifice their own position for the sake of keeping the peace.
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UNHEALTHY 9s: I am lazy, overly relaxed
♦︎ The Slacker: They’re irresponsible, lazy, lost, overly compliant, passive, spacey, undeveloped
● They become apathetic, disengaged, procrastinating, passive-aggressive, resistant & stubborn
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INTEGRATION
♦︎ Healthy loop: Run by the Basic Desire of ‘Needing to find union’ makes 9s genuinely open up to others & accept them as they are. This acceptance is welcomed & builds strong bonds with others. Thus the 9s’ need is satisfied & balance is reached.
♦︎ Average state: when 9s are less accepting of others or the world, union begin to weaken. This causes the need to increase, which can encourage 9s make the effort to be more accepting & so create balance.

♦︎ Unhealthy loop: Run by the Basic Fear ‘of separation’, 9s delude themself with fantasy unions, sustained by ignoring reality & blindly accommodate others or the world. This insures not achieving true union, which further increases 9s’ basic fear & prevents balance.

LENS you see the world thru: “How can I stay comfortable? Where can I find a sense of harmony?”
GROWTH: To break control of the basic fear 9s must stop indulging in made-up connections, & really accept others as they are.

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LEVEL 5 in BIZ (Mid-Average)
AS LEADERS, they are empathic & inclusive consensus-builders, who provide a low-stress team environment.  Their greatest strengths are seeing multiple perspectives, & making everyone feel valued. 
YOU:
— are inspirational, friendly & non-directive, preferring to operate by consensus
— struggle with indecisiveness, & setting strict boundaries
— can’t bear conflict & try your best to avoid it
— when pressured, you can retreat into stubbornness, inaction, or distraction
— can get torn between opposing views, examining alternative at great length, causing you to miss opportunities
— like to have a thorough picture of a situation or project, & then fill others in on the details later
— are process oriented, rather than being controlling
— will want recommendations from every division or shareholder before making a final decision

SUPERVISING Type 9 WORKERS
Look for & recognize your Type 9 employee’s contributions, & ask them for feedback. Don’t misunderstand their silence for agreement. Put your requirements clearly & in writing, focusing on breaks & deadlines. Don’t be controlling or domineering, rather work toward cooperation & collaboration
THEY:
— flourish with positive support, energized by productive routine & other people’s enthusiasm for projects
— want recognition but will not ask for it, avoiding self-promotion
— have a natural desire to be responsive rather than pro-active
— prefer to rely on schedules & consistent guidelines to work toward so they don’t have to make lots of decisions
— will slow down or neglect aspects of their work to show dissatisfaction or unhappiness, rather than speak up.
(From: Global Leadership Foundation)

NEXT: 2015  – to all readers