Conscious Unbossing: Which Enneagram Types Are Steering Clear of Management Roles?

In a revealing survey conducted by the UK-based talent solutions firm Robert Walters, 52% of Gen Z professionals said they don’t want a traditional management role.

Instead of climbing the corporate ladder, they prefer an individual route to career progression—otherwise known as "unbossing." Gen Z would rather build their skills and reputation their own way than take on a middle management position, which they view as high stress and low reward. 

While employers are getting worried about the potential shortage of middle managers in a few years' time, there's something far more interesting happening in this data: half of Gen Z say they're consciously unbossing...which means the other half aren't. Gen Z attitudes are split almost down the middle on this point. Could there be an Enneagram connection behind these differing preferences?

The Enneagram Types Most Likely to Unboss

People who choose to consciously unboss often give some very specific reasons why they don't want to manage a team. Many don't want the pressure of supporting other people's performance or feeling responsible for their success. For others, the reasons are much more personal—they don't want to restrict their own individual growth opportunities, or would prefer to focus on work that is meaningful to them personally rather than managing others.

These reasons suggest that certain Enneagram types are more likely than others to refuse traditional career paths.

Enneagram Type 4: The Individualist

Enneagram Fours were consciously unbossing before unbossing was cool, or even recognized as an actual thing! These types are fiercely independent. They value authenticity and creativity above all else, and are always focused on developing the most unique aspects of their identity. Type Fours are committed to personal and professional growth, but only while following a singular path that will be exclusively their own. They tend to take negative feedback of any sort personally, and aren’t thrilled about offering it to others, either.

These are not the traits of an effective middle manager, or a happy one for that matter. The individualist Four is pleased when others come to them for guidance based on their expertise, which they truly love to share. But they have no desire to command attention simply because they occupy a position of authority.

Enneagram Type 5: The Investigator

Like those who consciously unboss, Enneagram Fives prefer to seek career success by developing their skills and deepening their knowledge, as part of their quest to become self-sufficient. These types direct their energy inward not outward. They rely on their own abilities to make their way in the world, and have no taste for trying to fit themselves into a traditional power structure.

Fives are endlessly curious and tend to ask a lot of questions, which is not necessarily encouraged in middle management. Such positions demand a respect for rules and precedents, and this goes against the Five’s skeptical nature. 

From the perspective of the Five, everything in life is a work in progress, including themselves. Gen Z Fives are too busy studying the world around them and trying to figure out their place in it to feel comfortable assuming a job that could stop their individual growth process in its tracks.

Enneagram Type 7: The Enthusiast

People who take jobs in management must feel comfortable with routine and structure. They must also be able to manage the stress, never letting their focus wane or their attention to detail slip regardless of how they might be feeling.

Trying to fill a role with requirements like these is a real struggle for Enneagram Sevens. These types crave novelty, thrive on action and are absolutely allergic to repetition and boredom. They’re always seeking fresh experiences, and are dedicated to avoiding any type of pain or displeasure if possible. An ideal career path is one that allows them to "follow their bliss," and that's not always a priority in traditional management.

Gen Z Type Sevens have the energy of youth on their side—they're willing to take chances and aren't as concerned about the future. Conscious unbossing fits them like a glove, to the point where they wouldn’t even pursue careers where someone was trying to manage them, let alone managing others.

The Enneagram Types Most Likely to Want to Manage

On the other hand, some Enneagram types find themselves much more drawn toward traditional management roles. What theoretical reasons might underlie that preference?

Enneagram Type 1: The Perfectionist

From the viewpoint of the typical Enneagram One, conscious unbossing wouldn’t seem liberating. Rather, they would see it as decreasing their options, closing off a promising avenue for career progress.

While they tend to be high achievers in any job, Enneagram Ones possess a package of traits that make them ideal for positions in management. They’re well-organized, pay close attention to detail, and have high standards they refuse to compromise. They’re excellent planners who aren’t afraid of hard work, and they are committed to serving the companies that employ them in the best way that they can.

Ones in general, and Gen Z Ones in particular, are focused on personal growth. But they’re comfortable working on themselves within the context of established structures. They trust their own instincts and that is reflected in the confidence they show in leadership positions, where they appreciate having more authority to implement their vision of how an organization should be run.

Enneagram Type 3: The Achiever

As natural leaders who are always thinking about the best path for career advancement, Enneagram Threes are likely to welcome the conscious unbossing trend because it reduces the competition for the management positions they would someday like to occupy! Threes are the most focused, driven and competitive of the Enneagram personality types. They want to succeed and they want their accomplishments to be respected, and earning promotions that give them more authority are exactly the kind of milestones they are always striving to reach.

Given their desire to advance and succeed, Threes aren’t going to let any opportunity to assume leadership positions pass them by. They’re confident in their ability to handle any challenge, and they love the recognition that comes from taking on more responsibility and producing impressive results.

Enneagram Type 6: The Skeptic

Enneagram Sixes prefer to take a more active role in determining their own fates and the fates of the companies that employ them, so conscious unbossing is not something that especially appeals to them. These types refuse to leave anything to chance. They plan for all contingencies, and take comfort in the stability that comes from having clear leadership structures.

Sixes typically make excellent managers because of their proactive and detail-oriented approach. They are clear communicators and tend to be respected by the people they work with, who see them as intelligent problem-solvers. Since Sixes are also skeptical, they tend to prefer time-tested, traditional methods of doing business over new trends. They fit well within hierarchical systems as a result, and know how to use authority wisely when they have it.

People Have Personalities, and So Do Generations

Factoring in personality gives us insight into who is driving the conscious unbossing trend and who might be resisting it. But personality differences between individuals cannot wholly explain the popularity of conscious unbossing among Gen Zers as a group. 

What this trend shows us is that generations have their own unique personality profiles, just like people. Our individual personality type and the generation we identify with both influence our attitudes about work. This is what allows new trends to emerge even as the percentages of each personality type remain the same from generation to generation.