Ennea-Types : UNDERSTANDING THEM (Types 2, 3)


PREVIOUS : Ennea-Onions & Type 1



Comments FROM Type 2
〽️ I may not openly say how I’m really doing, even if I want to talk about it. Go beyond a simple, “How are you?” to get a real answer
〽️ Remind me it’s okay to take a break & care for myself. I know I don’t *need* your permission, but it helps to remember that self-care is not selfish

〽️ When I’m in a good place I genuinely love to help! Even so, let me know how much you appreciate the little things I do.
〽️ I want to cultivate an open, honest connection with you, & hope we can both be ‘vulnerable’ enough to build a deep friendship

〽️ I know others depend on me to be warm & caring all the time, but I have bad days too! Remind me it’s ok to not always be UP
〽️I often find myself initiating contact with others. I’d be much happier if you’d reach out first!
〽️ Even if I don’t ask for it, I’m grateful for your help when I need it, but I don’t want you to take over everything.

They’re about affection, affirmation, connection & love.
For You :
on’t create unnecessary pressure for them by taking advantage of their helpfulness. 2s are incredibly giving, so often say yes when it would be healthier to say no

🔅Show your affection in practical ways, as well as with affirmation words. 2s want to hear they’re appreciated

🔅 Encourage them to be authentic, honestly sharing what
they’re thinking. Expressing needs & feelings is hard for them – believing they’re not allowed to
Let the 2 know it’s truly ok with you that they’re totally themselves & have needs

🔅Be careful when giving honest feedback, because 2s will ‘take it personally’. And – if you’re simply sharing something positive you’re doing for yourself – they can interpret it to mean they’re not as good as you, because they aren’t doing something for themselves too
With Them :
🔅All 2s need to process verbally, to get all their thoughts out of their head. So understand that it might take a while to hear their ‘bottom line’ about something, & their final conclusion might not be where they started from

🔅2s can become ‘oddly’ angry or have other strong emotional responses – if their needs are not met (unspoken or spoken ). Realize it represents a tipping point, a warning sign that they haven’t been providing their needs for so long that those pile up, & then at some point come crashing down on their head. It means the 2 needs to stop do-ing & be taken care of for a while.

✳️  ✳️  ✳️

Comments FROM Type 3s
〽️When I wear different ‘hats’ & adapt to various environments, it doesn’t feel fake for me; it feels necessary.

〽️ I may seem very confident, but I need reassurance just like everyone else. Be honest & direct but tactful.
I don’t always show it when your words hurt me, but please remember that I’m human & have feelings, too.

〽️If I share my thoughts & emotions\s with you, be gentle. It doesn’t come easily, so it means a lot when you listen & respond with care.  I like feedback because I want to improve, but unjust criticism is incredibly upsetting.

〽️ When I’m not 100% transparent about how I’m really doing, it’s not because I’m trying to lie : I either haven’t sorted it out yet OR I don’t feel safe with you yet.

〽️ I often feel like I’m not doing enough. So let me know you see me & my efforts. The more you dream with me, the more I feel connected to you.

GETTING ALONG with Type 3s
They’re about efficiency, optimism, recognition & success
For You :
Let them know you love them for who they are & not for what they do. 3s want to feel valued & admired, so say affirmative things to them often
🔅 3s put on masks so they’ll be liked or approved of. They’re afraid that without the camouflage they won’t be acceptable. Let them know you love them no matter what.

🔅 Do not interrupt a 3 when they’re working. They’re goal-crushers & won’t be pleased when something gets in the way of finishing a task.

🔅 Limit negative talk. 3s prefer to stay positive & optimistic.

🔅3s will be happy to do things for you (or accomplish tasks at work) but they want to know how, so give accurate instructions ahead of time.

NEXT : Understand Them (4,5)

Ennea-Types : UNDERSTANDING THEM (Onions + Type 1)

PREVIOUS : Motivations

BOOK : Spiritual Rhythms for the Enneagram….” by Adele Ahlberg Calhoun


In the “Enneagram: The Discernment of Spirits” Richard Rohr says:
“Today all human problems are interpreted psychologically, but the real solutions are spiritual. There’s a primary blindness in each of us, an addiction to Self & the protection of Self.

Until that egocentricity is set aside, we see all of life through the distorted lens of self-interest. The 9 Enna-types each have their own  primary weakness – the Biblical ‘deadly sins’  that keep tripping us up.”

The Enneagram is a psychological-spiritual system, pointing back to the original sanity of our psyche, the intent of our one & only life, & describes how to recover it.   Its main goal is to help us become who we were born to be – our True Self.

It’s a tool that can be incorporated into our Recovery regimen, to release old patterns of reacting, that brings forward-movement, eliminating stuckness. Daily intentional awareness of our thoughts, emotions & actions minimizes anxiety, guilt & shame, so our natural gifts can flow through us.

It illuminates new choices we can put into practice on our journey of personal development, accessing the transforming power of God for our healing. Staying awake & in touch with that Tue Self – is liberating & empowering – focusing our attention on blessing available in every-day life.

True Self (essence = The Virtues ) the non-acquired /inborn self, emerging from union with God, so it has nothing to do with performance. The truest thing about us is that we are God’s temple, a home for God.

False Self (compulsive, old nature-self = the Vices) is the psychological self made up of past & present unhealthy experiences & briefs, with family-of-origin (FOO) issues, nature (heredity), & free will.

Transformation (redemption) brings the wounded False Self to God to be healed by the same thing that wounded us – much like inoculation.

A bit of HISTORY :
the Enneagram’s roots can be traced back to the desert monk Evagrius Ponticus, (AD 399) & the Franciscan monk Ramon Llull, in the 12th & 13th centuries. The Sufi schools of spiritual direction eventually adopted their work, but the system returned to the Christian west in the late 1960’s by Jesuit trained Oscar Ichazo. He later taught the system to his student Claudio Naranjo, a psychiatrist. (much MORE……)

✳️  ✳️  ✳️

Comments FROM Type 1s
〽️ I feel deeply, but don’t often express emotions because I want to be logical OR when they get in the way of doing the right thing.

〽️ I don’t like conflict, but I do like clarity. I’ll often choose to have hard conversations so that issues get sorted out, but I’m not trying to be argumentative

〽️ It’s harder to explaining the long list that’s always running in my head of things that need to be done – than just doing them myself

〽️ I see the highest potential in others. When I point out an ‘issue’ about yourself, it show that I love & believe in you. I’m not judging – I mean well. But I don’t understand why people don’t handle problems that are right in front of them

〽️ If you think I made a good decision about something, let me know! It helps boost my confidence. I often second-guess myself, which makes it harder to make decision.

They’re about details, follow-through, order & responsibility.
For You : 
🔅 Admit when you make a mistake. More importantly, take action to fix it & work on not doing it again
🔅 Follow through with your commitments & finish tasks on time
🔅 Make an effort to keep your area organized & remember details, especially about things that are important to the 1.
With Them :
🔅 Be gentle when pointing out their mistakes. Don’t avoid talking to them when needed, but remember the 1 is already hard on themself, so hearing someone else point out a problem will greatly increase their own hyper-criticalness.

🔅 Most 1s will shrug off appreciation because they don’t think what they do is extraordinary (“False modesty”?)
EXP : It would be like thanking someone for brushing their hair. Everyone can & should, so why make a fuss?
However, 1s do want to be appreciated, so don’t just ignore their contributions.


Ennea-Types : Main MOTIVATIONS

PREVIOUS : Enneagram

POSTs : 9 Psych LEVELS for each Type – in 2014

Digital Print : “The Black Enneagram – May Your Life Be….

Stack Energy – Motivations
#1: The Reformer
You’re wise to the faults we have in our world, & put all you efforts into making it a better place for everyone. You want to bring out the best in people, but that can easily become too harsh & too high a standard for them. You’re a very responsible person with a strong moral code, & can be caring – if you soften.
Core Desire: Be ethical & have integrity
Core Fear: Being immoral or corrupt

#2: The Helper
You have a deep understanding of your friends & family, insightful & can read people like an open book. You have a clear sense of responsibility & a feeling of love, wanting to help them when they’re in need. You sometimes question the validity of your own emotions, so instead – you focus on others’ by making thoughtful gestures.
Core Desires: Be loved & feel wanted
Core Fears: Being rejected & labeled as “too needy.”

#3: The Achiever
You have trouble sitting still for too long, wanting to keep moving & doing something useful. When working, you make sure to do everything quickly & efficiently. You’re a quick learner with an optimistic attitude, making an excellent mentor at work. But you sometimes feel like you’re only known for achievements.
Core Desires: Be successful & respected
Core Fears: Being a failure & feeling worthless

#4: The Individualist
You ‘re a creative soul with a unique style, wanting to show the world the beauty that being yourself expresses. You don’t have a problem talking about your struggles with others because those are what makes you who you are. You have spot-on intuition,  are very sensitive & can often get caught up in your emotions.
Core Desires: Be authentic & unique
Core Fears: Being insignificant & flawed

#5: The Investigator
You have a hunger for learning, & like taking the time to soak up all the details of topics you’re interested in, to better understand them. You make every effort to analyze the fine print of assignments or documents before making final decisions. You like being alone, but can sometimes over-isolate & then feel lonely.
Core Desires: Be knowledgeable & self-sufficient
Core Fears: Being helpless & ignorant

#6: The Loyalist
You enjoy surrounding yourself with the many friends you’ve developed through your warm & compassionate attitude. You’re very loyal to the ones you love, witty & helpful, which also make you an excellent problem-solver.  You hate being alone because your thoughts are ‘loud’, & when there’s no one available to support you, you tend to over-think.
Core Desires: Have enough support & feel secure
Core Fears: Being abandoned & feeling Fear

#7: The Enthusiast
You love to have fun & live life like there’s no tomorrow, known among your large circle of friends as the life of the party. You have a way of bringing people together with your bubbly, energetic attitude. Your curiosity feeds on new experiences – afraid of missing out on all the excitement or being left behind by your friends.
Core Desires: Be happy & feel unrestrained
Core Fears: Being left out & feeling trapped

#8: The Challenger
You have a straightforward, hands-on approach to things, knowing what needs to be done, & aren’t afraid to do it. You have tremendous confidence in your actions, always knowing what you’re doing & why, which makes you leadership material. You dislike being bossed around by anyone, & you get angry when they try.
Core Desires: Be independent & protective
Core Fears: Being controlled & feeling vulnerable

#9: The Peacemaker
You don’t like conflict, so you resolve difficulties between others to keep the peace for everyone’s benefit. You’re empathetic & open-minded, allowing you to see different perspectives in disputes. You’re afraid that people in your friendship groups may fall out & separate, so you keep the peace no matter what it costs you.
Core Desires: Be stable & feel at peace
Core Fears: Being in conflict and losing connection with others


Power : Positive WORKER Types (#3)

PREVIOUS: Positive Workers (#2)

SITEs :Holland Code – How To Use it to Choose a Career
◎ Holland’s RIASEC – Possible careers for each type
(see CHART below)

BOOK:What’s my style” ∼ by Parsons & Willette

🔔 Holland’s 6 PERSONALITY Types
– which AFFECT career choices & work behaviors
(Most people are a combination of 2 or 3 of these)

ARTISTIC – sees self as :
🔸expressive, independent, original, prefers Ideas & People
✦ can be complicated, emotional, impulsive, independent
✦ generally avoids highly ordered or repetitive activities, may be chaotic
✦ has the skill / natural talent / can develop skills for any artistic category
✦ highly values & enjoys self-expressive activities, may feel it’s their ‘calling’
✦values all creative arts

CONVENTIONAL – sees self as :
🔸 detail-oriented, orderly, steady, prefers Data & Things
✦ can be careful, conforming, conservative, conscientious, self-controlled
✦ generally avoids ambiguous, unstructured activities
✦ good at ordering activities, paying attention to details, following a set plan, organizing or doing clerical work
✦ likes to work with numbers, records, &/or machines
✦ values success in business

ENTERPRISING – sees self as :
🔸 ambitious, energetic, sociable, prefers Data & People
✦ can be adventurous, ambitious, energetic, persuasive, risk-taking
✦ generally avoids activities that require careful observation & scientific, analytical thinking
✦ good at leading & managing people, & selling things/ ideas
✦ likes a competitive environment, to organize, to persuade people, to sell things & ideas
✦ values success in business, leadership, politics

INVESTIGATIVE – sees self as :
🔸intellectual, precise, scientific, prefers Things & Ideas
✦ can be analytical, independent, intellectual, reserved, scholarly
✦ generally avoids leading, selling to, or persuading people
✦ good at working with abstract ideas, intellectual theories
✦ likes to study & solve math or science problems
✦ values science, analysis & exploration

REALISTIC – sees self as :
🔸 mechanical, practical, realistic, prefers Things
✦ can be determined, focused, frank, mechanical, practical or rugged
✦ generally avoids social activities (teaching, helping….)
✦ has good skills re. working with tools, mechanical or electrical drawings, machines, &/or athletic activities
✦ likes to work with plants & animals, is hands-on
✦ values practical things that can be seen, touched & used

SOCIAL – sees self as :
🔸 friendly, helpful, trustworthy, prefers People
✦ can be amusing, charming, entertaining, enjoyable
✦ generally avoids using machines, tools, or animals to achieve a goal
✦ good at counseling, nursing, teaching, giving info or 1st aid
✦ likes to be healing, nurturing, make the world better
✦ values being cooperative, supportive, & solving social problems

R.I.A.S.E.C. Personality Chart / in relation to Career choice =  Look thoughtfully at each descriptions & “check” any that apply to you. Count the number of check marks per column & mark the total in the box at the bottom.


RIASEC review



NEXT: Self-Regulation (#1)

Power – POSITIVE Worker TYPES (#2)





✦ more realistic, sometimes considered ‘dream-killers”
✦ always asking “What problems that can arise?”
✦ have great instincts & can find potential pitfalls with products
✦ able to give advice on how to improve existing products

✦ are the “bread & butter” of a team, encouraging & providing help on projects
✦ work relentlessly on all the small details that make the big picture a reality
✦ great at planning & achieving goals, knowing exactly what needs to be done

work at a fast pace, make decisions based on both feelings & opinions
✦ can be impulsive, bypassing processes & procedures
✦ do not work well in isolation, at their best when surrounded by enthusiasm & excitement

✦ are naturally excitable & love to get others excited as well
✦ immediately want to talk about something new they’ve learned
✦ love to gather & organize people into tackling a goal, providing encouragement

✦ keep team atmosphere upbeat so people can work well together
✦ main focus is on the individual – support their emotional well-being & encourage them to achieve their full potential
✦ work to improve communication, & take time to listen, which gives them insights into needs & experiences of others

✦ unhappy working closely with others or with too much supervision
✦ are efficient, disciplined & productive
✦  must run their own show, see where their instincts lead
✦ often found in creative or scientific fields (also called Visionaries or Entrepreneurs)

✦ create new & innovative products
✦ enjoy making prototypes or working models for new products
✦ love to brainstorm & put ideas into place, then take action
✦ love using mind maps, whiteboards & other brainstorming tools

✦ express their emotions freely
✦ enthusiastic communicators, good at building relationships
✦ love meeting new people, connecting those with similar or complementary interest who can benefit from each other

✦ are long-term thinkers, future oriented rather than about the immediate here-&-now
✦ define goals & figure out how to reach them
✦ identify fundamental problems, & creatively look for effective solutions
✦ ask “Why?”, & make others aware of how things should be changed / improved

✦ are skilled at conflict management, focused on building consensus, loyalty & team harmony
✦ main goal is to form deep connections with colleagues & clients
✦ thrive on collaboration, happiest celebrating successes with team

✦ have great willpower, are usually the team member doing the most work
love to finish things, so won’t rest until tasks are done
✦ focuses on & finishes 1 task before moving on to others
✦ persevere toward a goal when others have given up

✦ are the day-dreamers, always asking “why not?”
✦ gather inspiration & ideas before starting a project, good at seeing the big-picture
✦ look for a greater potential or opportunity in a situation
✦ get creative sparks from unexpected places – long walks, staring out the window, working on a unique hobby….

📣 🔔
In business, everyone negotiates. Skillful negotiators do not want to crush opponents, but rather be positive & productive. Both parties will benefit IF highly motivated to meet mutual needs, & able / willing to act on the appropriate problem-solving strategies. (Conflict Styles)

Negotiating style is determined by:
• Concern for the Outcome of the Negotiation (O of N)
• Concern for the Relationship with the other Party (R w/ P) ⬇️ Chart

COMPETE (Win – Lose)  High O of N, Low R w/ P
• Competitors believe there can only be one winner. They drive a hard bargain, engage in win-lose competition, put personal interests first, use bluffs, deceit, surprises, threats

WITHDRAWAL (Lose -Lose) Low O of N and R w/ P
• Dodgers avoid confrontations, believe others are born with more power, keep a low profile, easily surrender, take whatever the other party is willing to concede

ACCOMMODATION (Lose -Win) High R w/ P only
• Altruists avoid unpleasant confrontations, like to keep the peace, make concessions & yield to pressure to further the relationship, trust others without reservation

COMPROMISEModerate O of N and R w/ P
Compromisers agree to split the difference, find easy solutions both parties can agree on, give something to get something (least valuable ?), look for trade-offs, believe “you win some, you lose some”

✳️ COLLABORATION (Win- Win) High O of N and R w/ P = BEST
• Problem-Solvers will make every effort to reach a favorable result based on objective criteria, create synergistic solutions to iron out problems, form partnerships, explore mutual interests & gains, yield to principle – not pressure! (MORE….)

NEXT : Negative worker Types (#1)

Power – POSITIVE Worker TYPES (#1)

PREVIOUS: Negative Workers #4

SITE : 30 Characteristics of a Good Employee

ARCHETYPES of Good Employees (hrgird.com)
✳️ Accurate Expressers  – believe that not accepting reality is more dangerous than promoting fantasy. Think
‣  that an ideas or plan that’s not valid stays invalid – even if it may have some positives, AND
‣ that an ideas or plan that IS valid stays valid – even with many opponents.

✳️ Collaborators – are sophisticated, & love working with people of all types to get the present task done. They’re Flexible, who can work easily with friction that comes from conflicting egos, differing personality types & work-styles

✳️ Cool Heads – don’t yield under pressure, & have great patience. They know the power of a calm mind is needed to make good decisions

✳️ Doers / Executors – are impatient to get things done, & get restless when tasks aren’t developing. They don’t need to talk, convinced that actions is what matter most

✳️ Dreamers – are great at visualizing the future of an an organization, constantly think of new possibilities, & love to talk about good things that should ideally happen for their organization

✳️ Empathizers – are curious to know why others think, feel, act in their specific way, & support how others feel, think & act, with an open mind

✳️ Energizers / Mobilizers – are great motivators, who can get others exited by their contagious enthusiasm. They also mobilize teams to get going on a mutually decided goal

✳️ Thinkers / Observers – believe that Truth does not need lighting up, because it will eventually become visible. They think about what else can be done to achieve an effective outcome. Introverts by nature, they invest their energy on patiently observing their surroundings

TOP SKILLS of a VALUABLE Employee (GetSmarter.com)
🔅Ambition. When employees have a clear, personal career plan or goal in mind, they don’t wait for their employer will drive their career, so they strive for advancement

🔅Conflict resolution. Good employees address & resolve
conflict maturely, rather than trying to avoid it. They maintain respect for those involved, not placing blame, & not giving in just to keep peace

🔅Creativity. Not all people are born with great creative talent, even so creativity is a skill that can be learned through effort – experimentation, imagination, questions, mentoring & study

🔅Dependability, Reliability, Responsibility. Employees who own their actions, arrive on time, do what they say, & don’t let the others in their team down, are highly valued

🔅Emotional intelligence. EQ is about being mindful of one’s own state of emotions, as well as those in the team. Knowing how to manage these well makes them a valuable employee

🔅Generosity. Good employees coach & mentor those around them, freely sharing their experiences & expertise. They understand that knowledge is only power when shared

🔅Honesty, Integrity. This includes telling the truth about tricky subjects such as workload, work/life balance, difficult customers or colleagues, & ineffective work procedures

🔅Innovation. Those who bring suggestions & innovative ideas that will positively impact projects are an asset. Stagnation & complacency are the enemy of growth

🔅Knowing the Why, as well as the What. They know the purpose for their job, & know how to do it. This allows them to come up with ways to improve their tasks & environment

🔅Professionalism. Being polite, well-spoken, calm & presentable is all part of being professional at work

🔅Problem-solving abilities. Positive employees work on something until it’s resolved or completed, using their best efforts

🔅Positive attitude. Those who bring a positive attitude to work have a beneficial impact on those around them, improving team energy

🔅Teamwork. They have the ability to easily work together, professionally fostering relationships, toward a common goal

🔅Willingness to learn. Hard skills gained through education are not enough to be a good employee – they’re also open to new ideas, sharing thoughts & personal insights with the team.


Power – NEGATIVE Worker TYPES (#4)


PREVIOUS : Negative Workers (#3)




They’re constantly playing negative office politics. Their plan is to obstruct your work progress & so make you look bad in the eyes of the bosses. Then they’ll produce some last-minute miracle that makes them the hero & gets lots of praise

They insist on following the rules to the letter, even when they’re told that the situation is urgent & speed is essential. They’re more concerned that they’ve done everything correctly, even if it means the project’s goal is missed. Their rigidity prevents any situational flexibility

As nit pickers, perfection is required in every piece of work completed, so they’ll find flaws in pretty much anything others do. They will only work on their own terms, only happy if things are done precisely their way. (See POST ….)

These people are not indecisive, but rather playing a power game. They deliberately suggest preparing yet another report on a project because they want to delay it – without looking as if they’re the one holding it up. They can keep looking innocent while achieving their negative objective. Some reasons: undermining others as a form of power, fear of ‘endings’, rage at individuals or the company for not giving them something they asked for….

These employee think their main job at work is to liven & lighten their environment. Laughter at work is great, but done to excess distracts from getting the job done. Hugely entertaining & highly popular, unfortunately they talk too much. At meetings they want their voice to be heard & be the star of the show. Even if they don’t have anything productive to add, they always have a lot to say about any topic, while wasting everyone’s time

For some reason they’ve become de-motivated, so have decided to go on silent strike – while still at their desk. They haven’t been willing to bring their grievances to the management, but instead – do the minimum work they can get away with, or do it as slowly as possible

Their attitude is : ‘Us, The Poorly Paid Workers vs You, The Rich Fat Cat Management’. When asked to implement a company or project strategy, they assess it against the benchmark of whether it benefits the workers or not. They may challenge a leader directly about it, or quietly sabotage by delay tactics, changing aspects they dont approve of.

This type refuses to accept being told no. Being absolutely stubborn about rejection, it makes them a burden instead of an asset. They like to compete, headstrong with anyone for any reason, & won’t stop until an opponent admits defeat. A little competition can motivate the team to achieve the goal faster, but too much can wear them out.

They also will not respond to coaching, refusing to listen to or accept feedback. They’re “impervious” to positive criticism ‘or guidance, failing to take recommended improvements from the boss or team leader. 

These people suffer from a rare condition, but they do exist,  being very harmful, particularly in the workplace. They have antisocial traits, even if not full-blown PPD. It’s defined by “a pattern of disregard for & violation of the rights of others” (see Post @ Red Flags )

– – – – – – – – –
Some WAYS to DEAL with your TOXIC Co-worker

1. Have a clear conversation with the person
Don’t assume this person will suddenly wake up & realize the error of their ways, so try honest, productive feedback. Focus on the impact their behavior is having on you, the team & company.

2. Raise your own game, & keep your ego in check
Don’t stoop to their level, watching for & managing your fight-or-flight response. The more you keep your focus on team goals, the less likely you’ll be affected

3. Talk with your boss
Pro-actively suggest your boss hold a teem meeting to set up group norms to address some of the negative behaviors & conflicts on the team

4. Take care of yourself
Don’t let toxic behavior damage your emotional & physical health. Do what you can, but don’t try the impossible. If nothing improves, speak to HR or mentor for suggestions.

NEXT : POSITIVE workers (#1)

Power – NEGATIVE Worker TYPES (#3)

PREVIOUS : Negative Workers (#2)






These types tend to be incompetent, unprepared, sloppy, disorganized…. They act like they can’t make normal decisions to carry out even basic daily task, much less participate in group projects.
This makes them overly-reliant on their peers, constantly asking how to do things, what they should do next, & procrastinate finishing work assignment.
Their lack of confidence – & possibly lack of knowledge – create a drag on office atmosphere & productivity.

Generally, these types don’t respect the company’s mission or values which the owners / leaders have put so much effort into, expecting the business to express.
On the one hand, iconoclasts may be positive trendsetters, or just overly-confident visionaries. Their potential contributions get undermined by disregarding the company’s well-established policies & protocols, because they insist on playing by their own rules, & consider corporate values fake or overbearing.

When asked for their input & participation, they say ‘I haven’t got time to do that’ or ‘Our team’s too busy’. They seem overwhelmed, so can’t think rationally, & are affronted you’d want to pile yet more on their to-do list. They hope that if they put you off, you’ll go away & leave them alone

Information is power, & they can never get enough. They won’t make a decision until they have all the ‘facts’, but accumulating it ALL becomes a never-ending excuse to not proceed. They’ll never admit they’re slow to make decisions – they’ll just say that it’s vital to just get one more piece of evidence…. & then another….

These are some of the most difficult to deal with. They show a “pattern of grandiosity, entitlement, need for admiration, lack of empathy for others’ feelings or opinions, & expect unearned high praise regardless of their actual accomplishment or effort”. (Posts) They present a completely false image – constantly relying on (needing / demanding) compliments, appreciation & acknowledgment from coworkers, friends & family. (POSTs: Characteristics of Ns)

While some may be annoying to deal with & disliked, others are very charismatic & actually liked by many coworkers. However, all want to control situations, & getting reinforcement for their inflated self view will ultimately be toxic to the workplace, regardless of how it may damage others’ work-life or their own relationships. (POSTs: “Covert Ns“)

These people are clingy, both in personal relationships & at work, constantly turning to others for help, approval & guidance.
They’re painfully off-putting, experienced by co-workers as whiney & annoying, often as weak & less intelligent. They’re challenging to work with because it’s nearly impossible to gauge who they really are, or what their actual skill-set is

When presented with any idea, they say ‘That’s not possible because ……’ or ‘That won’t work because ……’ & then stop. If a proposal has 10 positive features with 1 negative, they focus only on the one. And they’re immovable.  They can make others feel like they have to walk on eggshells, which fuels conflict & destroys morale

Type a.: TMI – indiscriminately telling every little thing about their personal life to anyone & everyone who crosses their path
Type b. : Compulsive texters / callers / emailers (supervisor-to-employee or employee-to-boss) – especially evenings & weekends, communications presented as work emergencies, but rarely or never are

These people spend more time networking than actually working. They believe that the road to success is about who you know, not what you know. So they spend most of their time walking around the office, chatting with everyone – then doing company work after hours – if at all

These people’s behavior is inappropriate for the workplace  (male or female, boss or co-worker). There are various motivations – to express power, insecurity, loneliness, desire,  lack of boundaries or social etiquette….

They may use texts, IMs or comments on social media. They can ‘accidentally’ keep stopping by your desk to ask how you’re doing, fcommenting on your appearance….  Regardless of how ‘innocent’- if it’s unwanted – it’s just creepy!  The key is to enforce boundaries immediately & assertively.  (Signs of work-flirting“)

NEXT : Negative workers (#4)

Power – NEGATIVE Worker TYPES (#2)


PREVIOUS : Negative Workers (#1)

SITE : “A little Rudeness goes a Long Way”




These employees prefer to sit on the sidelines & watch the action, unwilling to expert any effort. So if you approach them to help with an office task, they’re quick to say ‘That’s not my job’. They won’t do anything outside of their (very narrow) job description.
(Also see post of “BYSTANDERS” re Narc abuse)

These are the Victims, always moaning, their focus is on complaining about everything. It could be the workload, other employees, the boss, the customer, the drive to work, the day of the week, the weather….. Nothing is good or positive, but if there is – it’s dismissed as a fluke or not genuine. Complainers are dangerous because their negativity often seeps into the rest of the team & company culture.

These are the nitpickers, critical of anyone who doesn’t do things their way – perfectionists with impossibly high expectations of themselves & others. They can’t function in the grey or unpredictable areas of life, terrified that if they aren’t constantly arranging everything – something disastrous is bound to happen.

So they compulsively try to order their world to suit themselves, in some cases acting like OCD-ers. They can be a corporate asset because of a high attention to detail, but will step over social or work boundaries trying to influence people & situations that aren’t relevant to their own job duties.

When asked to make a decision, they say ‘Let me think about it & get back to you’. And that’s the last you’ll hear from them unless you chase them down, when they’ll probably fob you off with another delay. Ditherers’ indecision comes from different factors, so there are a number of sub-types – all of them severely slowing down work progress. Of course, they don’t like being held responsible for the team missing deadlines.

These types always have to be in the spotlight, & feel slighted if or when they’re not. To make sure they regain attention, they act out in some form, whether by pouting, getting a sudden illness, being loud & obnoxious or start crying. They’re easily influenced by those around them, totally reliant on approval & validation from others

Opposite of team players, these people believe they’re unique & more talented than everyone else. They rarely ask for more info they’re ignorant about, usually unwilling to recognize the value of other people’s work, unless there’s something in it for them. HOWEVER, they can be hard to spot, because their opinions are rarely said directly, since their camouflage is to agree with everything their co-workers do or say. This way they can continue ignoring advice & direction

These are the highly emotionally reactive types, sometimes called “drama queen / king”, with some traits similar to people with Histrionic PD. The least little perceived difficulty, frustration or emotional injury can set them off. Their intense over-reaction to any slight upset is used as a weapon to get their way.
In need of excitement, their attention-seeking shows up in
theatrical actions & language. At the same time they use exaggeration to push everyone away, keeping relationships superficial.

When in a good mood they’re entertaining, funny & energetic. But when others don’t provide reinforcement & emotional support they’re desperate for, they sulk or yell, don’t finish tasks or make bad decisions based on feelings instead of facts.

VARIATION : Some ‘flamers’ live on negative energy, fueled by adrenalin. They procrastinate or delay work progress until there’s a crisis & something “just has to be done.” Assigned tasks become an end-of-the-world drama until finished – with their help.

These are the employees who love talking about other people (usually behind their back) & spreading rumors, often exaggerations or blatant lies). They act this way to cover their personal insecurities, deflecting attention away from their own bad work habits, or to create drama as a way of entertain themselves. Gossips may also have the distorted idea that they’re connecting with coworkers by passing on private or personal info about others in the office.

NEXT : Negative Worker TYPES (#3)

Power – NEGATIVE Worker TYPES (#1)

PREVIOUS : 4 Work styles, Part 3

SITE : “What to do about a co-worker who Drinks on the Job”

The most common destructive toxic behaviors include:
⚡️agreeing in meetings, but not following through afterward
⚡️backstabbing, blaming, criticizing
⚡️only about personal agendas (not team & company goals)
⚡️gossiping & spreading rumors
⚡️hoarding information
⚡️purposely undermining others

Toxic team members are destructive because they:
🦠Create unnecessary drama & distraction
They suck the positive energy & creative brainpower out of the room. Team members waste precious time watching their back instead of openly innovating, taking risks & speaking up candidly about what’s on their minds.

🦠Degrade the team culture
The saboteur’s behavior becomes the norm. Well-intended team members begin to reflect this bad behavior as well, treating that toxic teammate with disrespect, griping behind their back & keeping them out of the loop whenever possible.

🦠Erode the “team brand”
Their bad behavior poorly represents the team, creating a negative impression with other employees. Team dysfunction is highly correlated with team brand & results :  Loyalist teams are seen as effective in delivering results, compared with saboteur teams.

🦠Undermine the values of the leader & company
When companies espouse values & norms of behavior, but don’t hold ‘misbehaving’ employees to the same standards – it breeds cynicism inside & outside the organization.


These can be sneaky or obvious – the ones who drink their lunch, or who add ‘a drop’ to their coffee on break. They can be highly achievers or the janitor – but all have an impact on the atmosphere & productivity of the company, depending on the level of chemical use. (Posts : “Alcoholism….“)

These rebellious types have a hard time socializing. Being around others, especially close by, internally causes them mental chaos & emotional irritation. Easily bored, they intentionally create problems as a way to generate some excitement, such as behaving recklessly or acting out in ways others find off-putting, uncomfortable or even obscene

They believe they’re the smartest person anywhere, so don’t respect coworkers, always silently crabbing to themselves about how useless everyone else is. Sooner or later this attitude will bleed over into their interactions with others, so even when they don’t say that everyone’s incompetent – out loud – their facial expressions, body language & condescending attitude will

These unfriendly introvert types come off cold, blunt & rude. They may be incredibly intelligent & good at their job, but lack basic social skills.They avoid all work-related activities, finding it hard to communicate with colleagues.
Most often, they’re afraid of rejection, hypersensitive to real or perceived criticism & disapproval, terrified to say anything for fear of embarrassing themselves

These types will often stretch the truth to convince a supervisor that their (boss’s) version of a ‘problem situation’ is wrong or made up, shifting the blame for problems or delays on others or the work-plan.  Rarely will they admit to or apologize for their  own misunderstandings, mistakes, bad decisions, or poor performance

These people (total opposite of the Distractor) usually insist on doing everything themselves. They also want everyone else to know just how much they’re sacrificing for the job. EXP: they’ll come to work when sick to show how dedicated they are, but end up getting everyone else sick in the process. Eventually, they do actually crash & burn

These are the angry ones whose emotional state can go from 0 – 60 in a nanosecond, when things don’t go their way. It takes very little to provoke their rage, They have poor impulse control, as they’re run by infantile needs, operating totally on irrational thinking

These types barrel their way through other peoples’ opinions & thoughts in order to get their way. They’re arrogant, disruptive & “always right”. They may interrupt co-workers, constantly argue against others’ point of view, are often loud, but sometimes will use humor to correct people

These types have issues with authority & a penchant for manipulation. They exhibit repeated, health-harming mistreatment of one or more persons (the target), using threats, humiliation, intimidation, or disruptive project-interfering sabotage, which prevent work from getting done

NEXT: Negative Worker Types (#2)