The Type 6 and Type 8 Workplace Relationship

Exploring one of the most misunderstood Enneagram dynamics at work.

When it comes to the Enneagram, knowing your type is a powerful first step. But here’s where things get really interesting ...and actionable:

Even two people with the same type can behave in completely different ways at work.

That’s because of instinctual bias (sometimes called subtypes). This layer of the Enneagram shapes what we prioritize and how we express our core motivation, which means two Type 6s or two Type 8s can look very different on your team.

In the Awareness to Action Enneagram framework, instinctual bias falls into three categories:

• Preserving – Focused on safety, routines, and practical needs

• Navigating – Focused on group dynamics, roles, and belonging

• Transmitting – Focused on intensity, influence, and impact

Let’s take a look at how this plays out in the workplace for two powerful types: Type 6 (Striving to Feel Secure) and Type 8 (Striving to Feel Powerful).

Type 6: The Strategy of Security

Motivated by a desire to feel secure in a world that can’t be controlled.

All Type 6s are wired to scan for risk, anticipate problems, and build trust before moving forward. But how they go about doing that depends on their instinctual bias.

Preserving 6: Securely Preserving

• Core Motivation: Create safety through preparation and routine

• Typical Behaviors: Practical, loyal, and deeply committed once trust is earned

• At Work: Reliable and systems-oriented. Prefers structure and clear expectations

• Growth Opportunity: Learn to trust their own judgment. Not everything needs a backup plan.

Navigating 6: Securely Navigating

• Core Motivation: Belong and stay safe through shared values and social awareness

• Typical Behaviors: Questions authority and scans group dynamics to assess trustworthiness

• At Work: Plays “devil’s advocate” to protect the team from blind spots

• Growth Opportunity: Balance their loyalty with independent thinking. Not all disagreement is disloyalty.

Transmitting 6: Securely Transmitting

• Core Motivation: Establish safety through strength and visibility

• Typical Behaviors: Bold, outspoken, protective, especially of people and causes

• At Work: Speaks up about risks or injustice. Often a passionate advocate

• Growth Opportunity: Pause before reacting. Courage doesn’t always need to be loud.

Type 8: The Strategy of Power

Motivated by a desire to remain strong and avoid being controlled or vulnerable.

While all 8s express power and intensity, their instinctual focus shifts how that strength shows up in team dynamics.

Preserving 8: Powerfully Preserving 

• Core Motivation: Maintain control of resources and protect what matters

• Typical Behaviors: Tough but nurturing. Shows care by taking charge

• At Work: Loyal, direct, and prefers stability. May resist delegation

• Growth Opportunity: Let others help. Vulnerability isn’t weaknes. It builds trust.

Navigating 8: Powerfully Navigating

• Core Motivation: Protect the group and maintain influence within it

• Typical Behaviors: Strategic, politically aware, and fairness-focused

• At Work: Strong team leader. Advocates for justice and values-based leadership

• Growth Opportunity: Step back from control. Not every group needs a warrior every day.

Transmitting 8: Powerfully Transmitting

• Core Motivation: Be seen, felt, and heard through intensity

• Typical Behaviors: Passionate, charismatic, and often confrontational

• At Work: Bold change-maker. Pushes boundaries and challenges complacency

• Growth Opportunity: Practice restraint. Influence grows with trust, not pressure.

Team Reflection Prompts

If you’re leading or working with a Type 6 or Type 8 (or are one yourself) try these prompts for deeper insight:

• What’s their instinctual focus: resources, group dynamics, or impact?

• How might their subtype shape the way they communicate, lead, or collaborate?

• Have you ever misread someone’s behavior based on surface-level traits?

• What could change if you better understood what drives them underneath?

• What’s one small shift you could make in how you interact or support them?

   

Understanding subtypes isn’t about boxing people in. it’s about seeing them more clearly.

Final Thought

Whether you're a leader trying to build trust, an HR pro supporting team development, or a team member navigating group dynamics, knowing someone’s type + subtype gives you a huge advantage.

It’s not just about personality; it’s about what gets prioritized, how we respond under pressure, and how we connect with the people we work with every day.