Meet the Enneagram: Type 1 – The Strict Perfectionist
Understanding the people you lead is essential to leading them effectively. Different motivations require different approaches.
This is the beginning of a 9-part series exploring how each Enneagram type functions in the workplace. Throughout this series, I’ll break down what drives each type, how they contribute, what they need to succeed, and how you can work with and lead them more intentionally.
The first enneagram type that we’ll be delving into is Type 1: The Strict Perfectionist.
What Drives Them:
Enneagram Type 1s are fueled by a deep internal sense of right and wrong. They want things to be fair, consistent, and done properly - not just in theory, but in daily execution. Their sense of duty shows up as a commitment to quality, consistency, and follow-through. At work, this often translates into structure, accountability, and reliability.
Their attention to detail isn’t about perfection for perfection’s sake. It comes from a genuine desire to prevent problems, honor commitments, and ensure the team delivers on its promises. When a Type 1 pushes for clarity or accuracy, they’re trying to help things go right, not slow things down.
The Misunderstanding:
Type 1s are often labeled as rigid, overly critical, or “too serious.” What many people miss is that they tend to be far harsher on themselves than they are on others. Their drive for precision isn’t about nitpicking, it’s about being more meticulous to avoid the avoidable mistakes in the first place.
How to Motivate Them:
Show them that their effort, integrity, and follow-through are recognized. Discuss how their work ties into a larger purpose or mission. Provide clarity, expectations, and structure so they can focus on delivering their best without second-guessing.
What Not to Say:
“Don’t be so uptight.”
This can feel dismissive and invalidate their values. It sends the message that their commitment to quality is a liability rather than an asset.
How They Lead:
Type 1s lead by example with integrity, consistency, and fairness. They set high standards for themselves and the people around them. As leaders, their growth often comes from learning that progress can matter more than perfection, and that letting go doesn’t mean lowering the bar.
How to Help Them Thrive:
Encourage them to pause, recognize, and celebrate progress rather than only scanning for flaws. Remind them that mistakes are part of learning, not a sign of failure. Trust them with meaningful work, displaying your recognition of the care they take with commitments.
Practical Tips:
Give them projects where standards matter
Provide feedback in private
Encourage delegation
Pair them with flexible teammates
Recognize their fairness and reliability