Working remotely sounds like the dream, doesn’t it? Working from home is a great option. No commute means more flexibility and you can work in your pajamas. If you have ever worked with a group of people, or managed them in any capacity, you may have noticed something funny. Some people don’t enjoy working outside of the office.
Some people are more energetic when they can set their own schedule, while others lose energy without face-to-face contact. We usually rely on personality tests or engagement surveys to determine who is right for what. Recently, I have heard something… unexpected come up in these discussions: numerology. Life Path Numbers, to be precise.
You can do your own life path number calculations. It uses your date of birth to calculate a number from 1-9 that supposedly reflects your personality. It’s a great way to reflect on how you work and why you are so receptive to working remotely.
A closer look at the Lone Wolves, and Social Glue
Who usually flourishes when left to their own devices, or without any guidance? Life path 1s. They are the go-getters. They’ll take off if you give them a goal and some space. There is no need to constantly remind or check in with them. Even the most independent of 1s may drift too far away if they do not occasionally reconnect with their team. Autonomy can be great, but no one succeeds in an absolute vacuum.
Path 5s are a different flavor. They are restless spirits who love change and freedom. These are the people who at first love remote work because it feels open. If the work becomes routine or rigid — and this is very important — their energy will drop. To stay motivated, they need variety.
Then there are Lifepath 7s – the thinkers and quiet researchers. Remote work was made for these people. The noise of the office and interruptions are avoided, and they can focus on their projects. They do need to be careful not to retreat too much inward. Even the most introspective of minds needs to be jolted by the collaborative energy from time to time.
Life path 8s is the ultimate powerhouse. They are driven to achieve. They are driven to achieve, drive projects and make things happen. They can be unstoppable at home… and that can be a problem. They can easily burn themselves out without the signals that a workday is ending. Remote work requires discipline for an 8. Not only to work hard but also to stop.
The Human Connectors
On the other side you will find people who are driven by connection. Lifepath 2s thrive on collaboration and a sense of belonging to a team. If there aren’t any human touchpoints, remote work can drain them.
Lifepath 3s are the expressive types. They are the people who bounce ideas, tell stories, and light up a room with laughter or brainstorming. If you give them too much time alone, they won’t fall apart, but their work will lose a certain magic.
Lifepath 6s tend to be the nurturers. They often play a multitude of roles, including professional, family and community. At first glance, remote work seems ideal. Remote work seems ideal at first glance. You don’t have to travel, your schedule is flexible, and you can do everything at once. But the danger lies in overexertion. A Six may try to be everything to everyone, doing all the things at once. This can lead to exhaustion.
Lifepath 9s are people who have a great heart and are motivated by a purpose. They don’t want to simply tick off boxes, but rather to feel that their work has meaning for others. Remote work can become unnecessary if this connection to the larger mission is lost.
What do we actually do with this?
You might think, “This all sounds great, but what can we do with it?”
These categories are a reflection of what we see every day in the workplace, whether you believe or not. Others thrive off of connection, while others crave autonomy. Some people crave variety and change, while others prefer predictability.
Even if you throw out the Life Path Numbers completely, the conclusion remains the same: different types of support are needed by people to achieve their best work.
You can learn more about this. The reflection that they encourage, whether or not you “believe,” can be helpful. What is really working for me now? What’s not?
The Big Takeaway
What’s the main takeaway? You don’t need to use a chart of numbers every time you assign someone a remote task. People are unique in a way that data cannot always measure. What are the best leaders like? They listen. They pay attention. They listen.
You don’t need to solve all issues or create a perfect system. You can demonstrate leadership by creating a community in which people are encouraged to share their ideas and concerns.
It doesn’t matter if you are doing remote, hybrid or office work. We don’t just manage work: we embrace and support people with their quirks and strengths. Relationships are where the magic happens.
The first time this post appeared was on Human Resources News.
