Understanding the people you lead is essential to leading them effectively. Different motivations require different approaches.
This is part of an ongoing 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.
Today, we’re diving into Type 6: The Loyal Sceptic.
What Drives Them
Enneagram Type 6s are motivated by a need for security, stability, and trustworthy support systems. They want to know what’s coming, who’s dependable, and how to prepare for what might go wrong. This isn’t pessimism, it’s preparedness.
Type 6s are the guardians of the group, scanning the horizon for risks others might overlook. Their loyalty runs deep, and their questioning mindset comes not from doubt, but from a desire to protect what (and who) they care about.
In the workplace, this often looks like:
Asking thoughtful, detailed questions others might skip
Stress-testing plans to avoid future breakdowns
Watching for team dynamics that could become unsafe or unstable
Their loyalty, once earned, is unwavering, but it doesn’t come instantly. Type 6s need to see consistency before they trust. When they feel secure, they become some of the most dependable, dedicated team members you’ll ever work with.
The Misunderstanding
Type 6s are frequently misunderstood as “worriers” or “overthinkers.” However, this stereotype misses the heart of what drives them. Type 6s do think a lot, but not because they’re fearful. They think ahead to protect, to prepare, and to prevent harm.
Their questions aren’t cynical, they’re responsible. Type 6s have a deep sense of duty to the people and projects they’re committed to. They want things to work, people to be safe, and to be prepared for any possibility, not just the best-case scenario.
When under stress, their negative skepticism can grow louder. They can become paralyzed by uncertainty, second-guessing decisions or struggling to trust their own instincts. This is why clear communication and steady leadership are so essential for helping them stay grounded.
How to Motivate Them
To engage a Type 6, you will need to speak directly to their values: loyalty, trust, and preparation. Be consistent and follow through — empty promises or shifting expectations will shake their trust quickly. Giving them time to process and plan will allow them to thrive. Make sure to also invite their input, especially when planning for contingencies or potential risks. If you acknowledge their loyalty and reliability in this way, they will notice , even if they don’t always say so.
They feel motivated when they know they’re contributing to something solid, safe, and lasting and their concerns are heard and valued rather than dismissed.
What Not to Say
“Stop overthinking.”
This phrase hits a nerve for Type 6s. What you may see as overthinking is often their way of seeking safety — for themselves and the people around them. When you tell them to “just relax,” it can feel like you’re asking them to shut down their inner safety system.
Instead, try to reframe their deep thinking as a strength. Ask questions such as, “is there anything you think we’re missing?” or “what would help you feel more confident about moving forward?” With this, you’re no longer asking them to stop thinking, you’re inviting them to think with you.
How They Lead
Type 6s lead with care, consistency, and a deep sense of responsibility. They don’t rush into decisions. They evaluate, plan, and try to account for as many variables as possible — not to slow progress down, but to make sure it’s sustainable.
As leaders, Type 6s are prepared and strategic, creating psychologically safe spaces where team members feel protected and heard. Through using such cautious discretion, they can often anticipate issues before they arise and save teams from major missteps.
They may not be the most visibly confident leaders, but their reliability is unmatched. Their growth as leaders comes when they learn to trust their own judgment, step forward without needing 100% certainty, and let others see the strength behind their steady presence.
How to Help Them Thrive
To help Type 6s feel safe, supported, and empowered, make sure that you create environments where questions are welcome, not punished. Encourage this measured risk-taking, even when it feels uncomfortable for them, as they can grow to become more comfortable in sharing their ideas the more they are validated. Offer them consistent check-ins and clear expectations to further prevent spirals of self-doubt. Trusting themselves is also a large part of their growth, not just trusting others.
Help them see that their voice matters — not because they’ve eliminated every possible risk, but because their clarity and loyalty are already making things stronger.
Practical Tips
Be clear and consistent in your communication and follow-through
Share the “why” behind changes or new initiatives
Give them time to think and space to speak
Appreciate their reliability, even when it’s quiet
Encourage balanced action: not everything needs to be perfect before moving forward
Show loyalty and consistency in return — it goes a long way
Type 6s bring steadiness, skepticism, and fierce loyalty to the workplace. They’re often the ones behind the scenes holding things together, asking the hard questions, and making sure no one gets blindsided. When they trust you, and themselves, they are some of the most courageous and committed team members you’ll ever lead.
If you can help them move from doubt to discernment you’ll gain not just a dependable colleague, but a quietly powerful leader