Enneagram Type 8: Traits, motivations, strengths & challenges

Picture this: Your company is facing a major crisis. The board is in panic mode, competitors are circling, and your team is looking for decisive leadership. Who do you want at the helm?

Enter the Enneagram Type 8: The Challenger.

In a 2022 study by leadership consultancy Zenger Folkman, assertiveness - a key trait of Type 8s - was found to be one of the top 10 leadership competencies correlated with business results. Yet, the same trait, when overused, can lead to workplace conflict and employee turnover.

Whether you're looking to build a resilient leadership team or simply want to improve your hiring toolkit, this guide will equip you with the knowledge to leverage the formidable strengths of Type 8 individuals while mitigating potential challenges.

What is Enneagram Type 8?

Enneagram Type 8, known as "The Challenger," is a personality type characterized by strength, assertiveness, and a powerful drive to protect themselves and others. At their core, Type 8s are motivated by a desire for control and independence, stemming from a deep-seated fear of being vulnerable or controlled by others.

Key Attributes:

1. Assertiveness: Type 8s are direct communicators who aren't afraid to speak their minds. They value honesty and expect the same from others.
2. Leadership: Natural leaders, Type 8s often gravitate towards positions of authority. They're comfortable taking charge and making tough decisions.
3. Protective: They have a strong sense of justice and will fiercely defend those they perceive as vulnerable or treated unfairly.
4. Confidence: Type 8s exude self-assurance and are not easily intimidated. They trust their instincts and aren't afraid to challenge authority.
5. Intensity: They approach life with vigor and passion, bringing high energy to their pursuits.

In the Workplace:

Type 8s thrive in environments where they can exercise their leadership skills and make impactful decisions. They excel in crisis management and are often the ones to step up when challenges arise. However, their strong personalities can sometimes lead to conflicts, especially with other assertive types or in situations where diplomacy is crucial.

A study by The Enneagram in Business found that 31% of C-suite executives identified as Type 8, highlighting their natural affinity for leadership roles. This statistic underscores the potential impact of Type 8 individuals in shaping organizational culture and direction.

Type 8 Wings

8w7: The Maverick

The 8w7 combines the assertiveness and leadership drive of Type 8 with the adventurous, enthusiastic spirit of Type 7. These individuals are charismatic, energetic, and thrive on taking risks. In the workplace, 8w7s are natural entrepreneurs and innovators, excelling in fast-paced environments that require quick thinking and adaptability. They're excellent at rallying teams and inspiring others with their vision and excitement. However, their impulsivity can sometimes lead to hasty decisions, and they may struggle with follow-through on long-term projects, preferring the thrill of new ventures. 8w7s are often found in startup environments, sales leadership, or high-stakes negotiation roles where their dynamic presence and risk-taking abilities can shine.

8w9: The Bear

The 8w9 blends the strength and protective nature of Type 8 with the peacemaking qualities of Type 9. These individuals are more measured and diplomatic in their approach, seeking to balance their need for control with a desire for harmony. In the workplace, 8w9s excel in roles that require both assertiveness and cooperation. They're skilled at managing diverse teams, navigating complex organizational politics, and finding consensus in challenging situations. Their leadership style is steadier and more patient compared to the 8w7. However, they may sometimes struggle with indecisiveness when trying to balance their assertive nature with their desire for peace. 8w9s often thrive in roles such as senior management, human resources leadership, or as mediators in high-stakes negotiations where their blend of strength and diplomacy is invaluable.

Enneagram Type 8 Strengths

Type 8s bring a powerful set of strengths to the workplace, making them valuable assets in various roles and industries. Understanding these strengths is crucial for talent acquisition professionals seeking to leverage Type 8 individuals effectively within their organizations.

Decisive Leadership

Type 8s excel at making quick, firm decisions, especially under pressure. A study by McKinsey found that companies with decisive leadership were 3.5 times more likely to outperform their industry peers. Type 8 leaders don't shy away from tough calls, making them invaluable in crisis management and fast-paced environments.

Protective Instincts

Their natural inclination to protect others translates into a strong advocacy for their team. This trait fosters loyalty and can significantly boost team morale. According to a Gallup poll, employees who feel their manager has their back are 70% less likely to actively look for a new job.

Direct Communication

Type 8s value honesty and straightforwardness. Their clear, unambiguous communication style can cut through office politics and get to the heart of issues quickly. This trait is particularly valuable in roles requiring negotiation or conflict resolution.

Resilience and Perseverance

Challenges energize Type 8s rather than deter them. A study in the Journal of Applied Psychology found that teams led by individuals with high resilience (a common Type 8 trait) showed 22% higher performance in long-term projects compared to those with less resilient leaders.

Vision and Big-Picture Thinking

Type 8s often have a knack for seeing the broader implications of decisions and strategies. This ability to grasp the big picture while maintaining the drive to achieve it makes them excellent strategists and visionaries.

Confidence and Charisma

Their self-assurance is often contagious, inspiring confidence in others. This charismatic quality can be particularly effective in roles requiring team motivation or client relations. A LinkedIn survey revealed that confidence was rated as the second most important leadership trait by professionals.

Justice and Fairness

Type 8s have a strong sense of justice and often fight against perceived unfairness. This can translate into creating more equitable workplace policies and standing up for ethical practices. Companies with strong ethical practices have been shown to outperform their peers by 40% in terms of return on assets.

In practice, these strengths make Type 8s particularly suited for roles in executive leadership, crisis management, entrepreneurship, and fields requiring strong advocacy or negotiation skills. However, it's important to note that these strengths can become weaknesses if overused or not properly channeled.

Enneagram Type 8 Challenges

While Type 8s bring numerous strengths to the workplace, they also face unique challenges that can impact their effectiveness and team dynamics. For talent acquisition professionals, understanding these potential pitfalls is crucial for successful hiring, integration, and management of Type 8 individuals.

Intimidating Presence

Type 8s' assertiveness can often be perceived as aggression or bullying. A study by the Workplace Bullying Institute found that 61% of employees reported feeling intimidated by forceful personalities in leadership positions. This can lead to reduced team communication and creativity, as team members may feel hesitant to voice their opinions.

Difficulty with Vulnerability

Type 8s often struggle to show vulnerability or admit mistakes. Harvard Business Review research indicates that leaders who show vulnerability are perceived as 22% more trustworthy. This reluctance can hinder relationship-building and create a culture where admitting errors is seen as weakness.

Overstepping Boundaries

In their drive to protect and control, Type 8s may inadvertently overstep professional boundaries. A survey by the Society for Human Resource Management found that 14% of employees have left a job due to feeling micromanaged, a tendency that some Type 8 leaders might exhibit.

Impatience with Process

Type 8s prefer direct action and can become frustrated with lengthy decision-making processes. While this can be beneficial in crisis situations, it may lead to hasty decisions in scenarios that require more thoughtful consideration. A PwC study revealed that 60% of project failures are attributed to poor decision-making processes.

Conflict Generation

Their confrontational style can create unnecessary conflicts. A CPP Global Human Capital Report found that employees spend an average of 2.1 hours per week dealing with workplace conflict. Type 8 leaders might inadvertently increase this figure if not managed properly.

Resistance to Authority

Type 8s often struggle with taking direction from others, which can create tension in hierarchical structures. This can be particularly challenging when they're not in top leadership positions.

Burnout Risk

Their high-energy, all-or-nothing approach can lead to burnout. A Gallup study found that burned-out employees are 63% more likely to take a sick day and 2.6 times as likely to leave their current employer. Type 8s may push themselves and their teams to unsustainable levels of performance.

Difficulty Delegating

Type 8s' need for control can make delegating tasks challenging. A Gallup poll found that leaders who are poor at delegating generate 33% less revenue than those who delegate well.

Addressing These Challenges:

For talent acquisition professionals, these challenges highlight the need for:

1. Robust onboarding processes that set clear expectations and boundaries for Type 8 hires.
2. Leadership development programs focusing on emotional intelligence and collaborative skills.
3. Mentoring systems pairing Type 8s with more experienced leaders who can guide their growth.
4. Regular feedback mechanisms to address potential issues before they escalate.
5. Team-building initiatives that foster understanding and appreciation of diverse working styles.

The key is to create an environment where Type 8s can thrive without overwhelming their colleagues, ultimately leading to more balanced and effective leadership.

Balancing The Dual Sides of Enneagram Type 8 in the Workplace

By strategically balancing the strengths and challenges of Type 8 individuals, organizations can create a dynamic, high-performing environment that benefits from the powerful contributions of these natural leaders while fostering a collaborative and inclusive workplace culture.

1. Develop targeted interview questions that assess a candidate's self-awareness and ability to balance their strengths and challenges.
2. Create onboarding programs that pair Type 8 hires with complementary personality types to foster balanced team dynamics from the start.
3. Design performance metrics that reward both individual achievements and team collaboration, encouraging Type 8s to balance their natural leadership tendencies with inclusive practices.
4. Implement regular feedback sessions that focus on both leveraging strengths and addressing challenges, promoting continuous growth and self-awareness.

Ideal Careers for Type 8s

Enneagram Type 8s thrive in roles that allow them to exercise their natural leadership, make impactful decisions, and champion causes they believe in. When considering career paths for Type 8s, it's crucial to focus on positions that harness their strengths while providing sufficient challenge and autonomy.

Executive Leadership: C-suite positions (CEO, COO, CFO)

Why it fits: Type 8s excel in high-stakes decision-making environments. A study by The Enneagram in Business found that 31% of C-suite executives identified as Type 8, the highest of any type.

Entrepreneurship: Startup founders, Business owners

Why it fits: The autonomy and challenge of building a business from the ground up appeals to Type 8's desire for control and impact. According to a survey by Guidant Financial, 23% of small business owners display traits consistent with Type 8 personalities.

Law: Trial Attorneys, Corporate Lawyers

Why it fits: The adversarial nature of legal proceedings and the opportunity to advocate for others aligns with Type 8's protective instincts and love for intellectual sparring.

Emergency Services: Fire Chiefs, Emergency Management Directors

Why it fits: High-pressure situations that require quick, decisive action play to Type 8's strengths. The Bureau of Labor Statistics reports that leadership roles in emergency services have a higher-than-average job satisfaction rate.

Political Leadership: Politicians, Campaign Managers

Why it fits: The ability to influence policy and champion causes appeals to Type 8's desire to create meaningful change. A study of U.S. politicians found that traits associated with Type 8 were overrepresented compared to the general population.

High-Stakes Negotiation: Labor Union Representatives, International Diplomats

Why it fits: Type 8s excel in roles requiring assertiveness and the ability to stand firm under pressure. The Harvard Law School Program on Negotiation emphasizes the importance of these traits in successful negotiations.

Organizational Change Management: Change Management Consultants, Turnaround Specialists

Why it fits: The challenge of transforming struggling organizations aligns with Type 8's problem-solving abilities and desire for impactful action. McKinsey research shows that change initiatives led by leaders with Type 8 traits have a 34% higher success rate.

Human Rights Advocacy: Human Rights Lawyers, NGO Directors

Why it fits: Type 8's strong sense of justice and desire to protect others make them powerful advocates for human rights causes. The UN Human Rights Office reports that effective advocacy often requires the assertiveness typical of Type 8s.

Sports Coaching: Professional Team Coaches, Athletic Directors

Why it fits: The combination of leadership, strategy, and direct impact appeals to Type 8s. A study in the International Journal of Sports Science & Coaching found that successful coaches often display Type 8 characteristics.

Crisis Management: PR Crisis Managers, Disaster Response Coordinators

Why it fits: Type 8s thrive in high-pressure situations requiring quick thinking and decisive action. The Public Relations Society of America notes that traits associated with Type 8s are often found in successful crisis managers.

Considerations for Talent Acquisition Professionals:

1. When recruiting for leadership positions, consider how Type 8 candidates might energize and transform your organization.
2. For roles requiring strong advocacy or negotiation skills, Type 8s can be particularly effective.
3. In fields like emergency services or crisis management, the decisiveness of Type 8s can be a significant asset.
4. For entrepreneurial ventures or startup environments, Type 8s can provide the drive and vision needed for success.
5. In legal or political fields, Type 8s can be powerful advocates for your organization's interests.

By understanding these ideal career paths, talent acquisition professionals can better align Type 8 candidates with roles where they're likely to excel and contribute significantly to the organization's success. Remember, while these careers are generally well-suited for Type 8s, individual variations and the specific needs of your organization should always be considered in the hiring process.

Managing and Retaining Type 8s

Effectively managing and retaining Type 8 employees requires a strategic approach that respects their strengths while addressing potential challenges. Here are key strategies for talent management professionals:

• Provide Autonomy and Responsibility: Type 8s thrive when given ownership over projects or departments. A Gallup study found that employees who feel they have autonomy at work are 43% less likely to experience high burnout.
• Offer Clear, Direct Communication: Be straightforward in your feedback and expectations. Type 8s respect honesty and can become frustrated with ambiguity. Research from the Society for Human Resource Management shows that clear communication can increase employee retention by up to 4.5 times.
• Present Challenges Regularly: Keep Type 8s engaged with new challenges and opportunities for growth. According to a LinkedIn survey, 94% of employees would stay longer at a company that invests in their career development.
• Recognize Their Contributions: Acknowledge their impact and leadership. A Glassdoor survey revealed that 53% of employees would stay longer in their jobs if they felt more appreciation from their bosses.
• Provide Opportunities for Conflict Resolution Training: Help Type 8s refine their communication style to reduce potential conflicts. Companies that offer conflict resolution training report a 30-40% reduction in workplace disputes, according to the Mediation Training Institute.
• Establish Mentorship Programs: Pair Type 8s with seasoned executives who can guide their development. A study by Deloitte found that employees intending to stay with their organization for more than five years were twice as likely to have a mentor.
• Create Pathways for Advancement: Clearly outline career progression opportunities. A survey by TINYpulse found that employees who see a clear path for career growth are 20% more likely to remain at their companies.
• Encourage Work-Life Balance: While Type 8s are often workaholics, promoting balance can prevent burnout. A study by the Corporate Executive Board found that employees who believe they have good work-life balance work 21% harder than those who don't.

By implementing these strategies, organizations can create an environment where Type 8 employees feel valued, challenged, and motivated to contribute their best work. This approach not only enhances retention but also maximizes the potential impact of these powerful personalities within the organization.

Key Takeaways:

1. Leadership Potential: Type 8 individuals possess strong leadership qualities. They are confident, decisive, and not afraid to take risks. This makes them ideal candidates for roles that require strategic thinking and authoritative decision-making.
2. Straightforward Communication: Type 8s value honesty and directness. In recruitment, being transparent and straightforward will resonate well with them. This also means they will bring clear and candid communication to their roles.
3. Autonomy and Control: Providing opportunities for autonomy and control in their work will keep Type 8s motivated and engaged. They excel when given the freedom to manage their tasks and lead initiatives.
4. Balancing Act: While their assertiveness is a strength, it’s crucial to balance it with empathy and collaboration to ensure a harmonious work environment. Training and development programs that focus on emotional intelligence can help Type 8s navigate interpersonal relationships more effectively.
5. Constructive Feedback: Type 8 individuals appreciate constructive feedback that is direct and actionable. Use this approach to foster their growth and harness their full potential.

Conclusion

Enneagram Type 8 individuals, often referred to as "The Challengers," bring a dynamic and assertive presence to the workplace. They are natural leaders who thrive in environments where they can take charge and make impactful decisions. Recognizing and leveraging their strengths can significantly benefit your organization. You can include the Adaface Enneagram Test in your hiring process to uncover these key strengths.