How to Work With a Withdrawn Boss: Enneagram Types 4, 5 or 9

In the first two posts of this three-part series, we focused on the management style of the assertive types, Enneagram Types 3, 7 and 8 and the compliant types, Enneagram Types 1, 2 and 6. 

In this piece, we focus on the third Hornevian social style: the withdrawn types which correlate to Enneagram types 4, 5 and 9.

A Quick Refresher on The Hornevian model

Developed in the 1950s and rooted in the work of German psychologist Karen Horney, the Hornevian model identifies three subconscious strategies people use to meet their needs: 

• Moving against others (assertive)
• Moving toward others (compliant), or 
• Moving away from others (withdrawn)

While Horney’s work didn’t reference the Enneagram, Enneagram experts have since applied her theories to the nine personality types. Based on the Riso Hudson approach, assertive types correspond to Enneagram Types Three, Seven and Eight, compliant types align with Types One, Two and Six, and withdrawn types are associated with Types Four, Five and Nine.

Here we delve into the unique traits of withdrawn types and offer insights into what to expect if your boss falls into this category.

The Withdrawn Management Style

Managers with a withdrawn social style often respond to stress by retreating into their own thoughts and disconnecting from the outside world. They create a safe "inner space" where they can escape into their imagination and avoid the realities of daily challenges. Taking action can feel overwhelming—why deal with the complexities of the real world when you can stay in the comfort of your imagination? A withdrawn manager may feel like they don't fully belong, thinking, "I’m different from these other people; I don’t fit in."

This disengagement and disconnection serve as a subconscious way to focus on their own needs rather than external demands.

To foster a more productive and harmonious working dynamic with a withdrawn boss, it’s essential to understand their mindset and act accordingly.

Type 4: Individualist

A Type 4 boss is innovative, perceptive and unafraid to think outside the box. These managers are passionate about doing meaningful work and are deeply invested in each team member as a unique individual. Known for their ability to read between the lines and understand subtle emotional subcurrents, they can offer powerful insights into situations. However, they need to guard against letting their  emotional intensity distract them from their goals or become overly involved in tasks or situations that don’t require their attention.

If your boss is a Type 4, here are some strategies for creating a rewarding working relationship:

1. Be genuine and transparent.

Type 4s have an uncanny ability to detect insincerity, so it's essential to be straightforward in your interactions. They pick up on subtle cues—whether it’s body language or tone of voice. If something’s bothering you, don’t hide it; share openly. Even when the news isn’t positive, they will value your honesty and appreciate your candor.

2. Allow them to express themselves fully.

Emotionally rich and introspective, Type 4s experience their feelings deeply. Your boss may need time to process or express these emotions before diving into data or decision-making. Rushing into facts, KPIs, or hard data too quickly may leave them feeling unheard or misunderstood. Offering space for reflection and expression—whether through thoughtful pauses or open dialogue—will lead to better collaboration. This is someone who won’t mind silent lulls and a slower pace.

3. Recognize their need for purpose.

For Type 4s, work must have a deeper meaning. If a task doesn’t initially seem impactful, they will often create personal significance around it. This explains why your Type 4 boss might take things more seriously than you’d expect. They’re driven to make a meaningful contribution, so offering support and understanding can go a long way in fostering a positive dynamic.

Type 5: Investigator

Type 5 managers are highly logical, analytical thinkers with a remarkable ability to focus deeply on tasks. They offer their teams considerable independence and autonomy, valuing self-sufficiency. Predictability and preparation are key for them. While they are insightful and observant, collaboration can sometimes be challenging for Type 5s, as they often prefer working independently.

Here’s how to effectively work with your Type 5 boss:

1. Expect a lot of independence and don’t be surprised by their hands off approach.

Type 5 bosses value independence and typically extend that same autonomy to their team. They care more about the outcomes than the process, allowing team members to work in their own way as long as goals are met. Don’t expect frequent one-on-one check-ins; your boss trusts that you’ll reach out if you need assistance. For a Type 5 manager, no news is good news.

2. Don’t surprise them.

Type 5s value preparedness and have a heightened sensitivity to feeling overwhelmed. Because of this, it is essential to give your Type 5 manager time to prepare. Whether it is related to a meeting or a project update, provide agendas or progress reports well in advance. When updating them, focus on clear, factual information—this is what they care about most. Surprises or last-minute changes can make them feel unprepared, so be as transparent as possible.

3. Respect their privacy.

Type 5s are famously private and may not inquire much about your personal life, nor share details about their own. This doesn’t mean they don’t care about you; they simply maintain firm boundaries between their personal and professional lives. Merging the two can feel invasive to Type 5s and may even feel like a breach of trust. Respect this distance and follow their lead when it comes to personal interactions.

Type 9: Peacemaker

Type 9 managers are inclusive, relaxed and open to hearing many different perspectives. They take their time with decisions, carefully weighing the impact on all involved and considering long-term outcomes. A highly evolved Type 9 can be one of the best managers you’ll ever work with—especially when they recognize that healthy conflict is essential for harmony. However, when faced with clashes or bad news, they tend to retreat, sometimes even physically removing themselves from the situation.

Here’s how to build a more effective working relationship with a Type 9 boss:

1. Don’t pressure them for quick decisions but highlight the impact of delays.

Type 9 bosses are known for their slow decision-making, which can be frustrating for others. This hesitation stems from their desire to avoid conflict and to carefully consider all viewpoints. Instead of pushing for a quick decision, explain the real-world consequences of indecision. If they understand that inaction can cause its own kind of conflict, they may feel more compelled to make a choice.

2. Recognize their indirect “no.”

Type 9s tend to avoid direct confrontation, often expressing a "no" through indirect means. If you notice vague commitments, continuous delays, or tasks falling to the bottom of the priority list, they might be signaling a refusal without saying it outright. In these cases, remember that anything less than a clear "yes" could mean "no."

3. Make a real effort to get along with your colleagues.

Type 9s thrive in harmonious environments and are deeply affected by discord. What you may view as a lively debate could feel like a tense conflict to your boss. To support a Type 9 leader, make an extra effort to get along with your colleagues and facilitate effective collaboration. The more harmonious the team, the more your boss can focus on shared goals rather than mediating tensions.

In Summary

Understanding the withdrawn social style and the drive to  disengage—whether it is a Type 4’s need for emotional processing, a Type 5’s desire to recharge or a Type 9’s avoidance of conflict—helps demystify their behavior. By accommodating their needs and seeing the bigger picture, you can strengthen your working relationship and improve team dynamics.

Applying the Hornevian model to the Enneagram types creates valuable insights into your boss's behavior and management style. By understanding whether they lean toward assertiveness, compliance or withdrawal, you can better navigate communication, collaboration and decision-making.