Enneagram MBA

ChatGPT can't read the root, but your team can. Inside this episode, we're talking about blind spots at work, how they can impact the team, and why self-awareness can't be automated (at least for now...). Get your Blind Spots at Work by Type Reference Chart: https://www.enneagrammba.com/blindspotsFind the HBR AI Usage Chart:https://www.instagram.com/p/DJmgCYMu8xz/?utm_source=ig_web_copy_linkHave a request for a future episode? Drop a text here!

Derailers (the things that can get us off track) can be some of the most challenging aspects of our personality patterns to confront.For Type 7s, growth often starts with the willingness to stay — to stay with the hard thing, the boring thing, or the uncomfortable emotion, rather than jumping to the next exciting idea or distraction.Sevens are known for their energy, optimism, and visionary thinking. They bring lightness to heavy moments and possibility to stuck places. But when that drive to avoid pain or limitation takes over, it can become a subtle (or not-so-subtle) barrier to real progress — especially in work environments that require follow-through, emotional depth, or patience.These derailers represent common challenges for Sevens. While they may not apply to every individual Seven or all the time, they reflect general tendencies that can show up when things feel too slow, too serious, or too emotionally vulnerable.If you're still narrowing down your dominant Enneagram type, a few of these tendencies might help guide your reflection.If you already identify as a Type 7, what helps you get back on track when you find yourself avoiding discomfort, resisting structure, or losing steam halfway through a project? Share your tips — they might be just what another Seven needs to hear.Have a request for a future episode? Drop a text here!

Derailers (the things that can get us off track) can be some of the most challenging aspects of our personality patterns to confront.For Type 4s, growth often starts with the realization that your depth, creativity, and emotional insight — the very qualities that make you so uniquely powerful — can also become obstacles when left unchecked.It's not always about changing who you are, but rather noticing how your patterns show up at work. Do you find yourself withdrawing when you feel misunderstood? Comparing yourself to others? Getting stuck in what's missing?Real progress comes not from becoming someone different, but from learning how to navigate the emotional waves without letting them steer the ship.These derailers represent common challenges for Fours. While they may not apply to every individual Four or apply all the time, they reflect general tendencies that can arise when we're feeling emotionally off-center or disconnected from purpose.As a Type 4 herself, Coach Brenda Brown co-hosts this episode to share her real-world experience with each of the derailers. If you're still discovering your dominant Enneagram type, noticing a few of these might help guide your exploration.If you already identify as a Type 4, what helps you get back on track when you're feeling unmotivated, unseen, or stuck in comparison mode? Your insights might be just what another Four needs to hear.Source: Awareness to Action Enneagram Have a request for a future episode? Drop a text here!

In this episode, we're taking you behind the scenes of our time at the Association for Talent Development (ATD) conference. Sarah Wallace sits down with fellow facilitator Brenda Brown to reflect on the highlights, hot topics, and meaningful moments from the event.We unpack how the Enneagram continues to stand out as a powerful, memorable tool for personal growth and team development — especially when using it with other assessments like MBTI and DiSC. We also talk about what makes it so effective: its flexibility, its emotional depth, and yes… the fun it brings to the learning experience.From conversations at our booth to breakout session insights, this episode gives you a front-row seat to what L&D professionals are saying, what they're asking for, and why the Enneagram is more relevant than ever in today's workplace.Have a request for a future episode? Drop a text here!

Due to tech issues and waiting until the last minute, this is going to be a skip week on the content. I didn't want to completely ghost you this week, so sharing a fun update about being at the Association for Talent Development Conference in Washington, DC. If you'll be attending, stop by to see us at #2630!Coach Brenda Brown will be around too, helping with leadership profile and coworker compatibility sessions at the booth. If you won't be around but still interested in following along, check out our Enneagram MBA Stories on Instagram, where I'll be sharing behind-the-scenes from the conference. Have a request for a future episode? Drop a text here!

Derailers (the things that can get us off track) can be some of the most challenging aspects of our personality patterns to confront.For Type 5s, growth isn't about having all the answers — it's about learning to step out of your head and into the moment, even when it feels uncertain or emotionally demanding.Your ability to observe, analyze, and think deeply is a major strength. But when those gifts become a way to disconnect or protect your energy at all costs, they can quietly hold you back at work — especially in environments that call for collaboration, visibility, or emotional presence.These derailers represent common challenges for Fives. While they may not apply to every individual Five or apply all the time, they reflect general tendencies that can surface when you feel overwhelmed, under-resourced, or overly self-reliant.If you're still figuring out your dominant Enneagram type, noticing a few of these patterns may offer some helpful clues.If you already identify as a Type 5, what helps you get back on track when you find yourself withdrawing, overthinking, or disconnecting from the team? I'd love to hear what's worked for you.Have a request for a future episode? Drop a text here!

Derailers (the things that can get us off track) can be some of the most challenging aspects of our personality patterns to confront.For Type 6s, growth often means learning to trust — not just other people, but also yourself. Your thoughtfulness, loyalty, and ability to anticipate problems make you an incredible asset on any team. But when those strengths get tangled up in fear or worst-case-scenario thinking, they can start to work against you.Derailers for Type 6s often show up as overthinking, second-guessing, or struggling to move forward without full certainty or reassurance. And while those patterns may feel protective, they can quietly erode confidence, momentum, and trust — both in yourself and in your team.These derailers represent common challenges for Sixes. While they may not apply to every individual Six or all the time, they reflect general tendencies that can emerge under pressure, stress, or uncertainty.If you're still figuring out your dominant Enneagram type, seeing some of these patterns in yourself might offer helpful insight.If you already identify as a Type 6, what helps you get back on track when fear, doubt, or overanalysis start taking the wheel? I'd love to hear what helps you re-center and move forward with clarity and courage.Have a request for a future episode? Drop a text here!

The Enneagram isn't a crystal ball, but no personality assessment is.We recently came across an article titled “Why You Shouldn't Always Trust Personality Tests,” and it hit a nerve—in the best way.In this quick episode, we unpack why the Enneagram isn't a tool for making predictions (especially not in hiring or promotion decisions), and how it's much more useful as a problem-solving and growth-guiding framework.It's not about labeling people. It's about understanding what's underneath the behavior so we can lead and collaborate better."The Enneagram doesn't tell you what will happen—it helps you understand why something did happen."--> Psychology Today Article: https://www.psychologytoday.com/us/blog/clearer-thinking-today/202504/why-you-shouldnt-always-trust-personality-testsHave a request for a future episode? Drop a text here!

Derailers (the things that can get us off track) can be some of the most challenging aspects of our personality patterns to confront.It's easy to admire the drive, efficiency, and results-oriented mindset of a Type 3. But growth for Threes often isn't about achieving more — it's about slowing down long enough to notice why they're pushing so hard in the first place.Real growth doesn't always come from doing. Sometimes it comes from being honest about the patterns that are quietly running the show underneath our successes — the ones that can lead to burnout, disconnection, or chasing validation over authenticity.These derailers represent common obstacles for Threes. While they may not apply to every individual Three or apply all the time, they reflect general tendencies that can surface when we're out of alignment with our core values or worth.If you're still figuring out your dominant Enneagram type, seeing a few of these patterns in yourself might help narrow things down.If you already identify as a Type 3, is there anything you'd add to the “getting back on track” section? What helps you realign when you notice yourself slipping into image management, overworking, or tying your worth to achievement?Have a request for a future episode? Drop a text here!

It's often easier to talk about the strengths and generosity of a Type 2 — their rapport-building, willingness to help out when needed, and desire to support and develop others. But personal and professional growth for a Two doesn't always mean doing more of that. Sometimes it means recognizing when those same strengths might be working against you.Our growth path is often less about adding and more about uncovering — removing what's in the way of becoming the most effective, balanced version of ourselves.For Type 2s, this means reflecting on the recurring patterns that may stem from their core desire to be liked, needed, or appreciated — and how those patterns can unintentionally derail them at work.These derailers represent common obstacles for Twos. While they may not apply to every individual Two or show up all the time, they reflect general tendencies that can surface under stress or when we're not fully aware of our patterns.If you're still figuring out your dominant Enneagram type, noticing a few of these in yourself might help bring some clarity.If you already identify as a Type 2, is there anything you'd add to the “getting back on track” section? What helps you reset and reconnect with your healthiest self when you feel yourself slipping into people-pleasing, overextending, or resentment?Have a request for a future episode? Drop a text here!

Derailers (the things that can get us off track) can be some of the most challenging aspects of our personality patterns to confront.It's easier to share the strengths and skills of each Type, but most of the time our path for growth isn't about getting better at something. It's more about removing what's in the way of where we are now so we can get to where we want to go.Taking an honest look and reflecting on where some of our recurring challenges are isn't easy. But it can be incredibly helpful in our personal growth and in our professional development.These derailers represent common obstacles for Ones. While they may not apply to every individual One or apply all the time, they reflect general tendencies that can arise for this Type.If you're still working to uncover your dominant Enneagram type, seeing a few of these in yourself may help you narrow it down.If you already identify as a Type 1 is there anything you'd add to the "getting back on track" section that's been helpful for you?Have a request for a future episode? Drop a text here!

When you're leading an internal leadership or manager development program, understanding who's in the room is just as important as what you're teaching. And that's where the Enneagram can be a game-changer.In this episode of Enneagram at Work, we're looking at how training & development managers can use Enneagram team mapping to:Understand the general energy of a leadership program cohortIdentify group strengths that will enhance learning & collaborationRecognize potential challenges, resistance, or engagement barriersAdjust facilitation techniques to match group dynamicsI'll be breaking down a real program map with a heavy Type 6 and Type 9 presence—what that means for learning styles, teamwork, and how facilitators can make the most of this dynamic.If you run leadership programs, corporate training, or group coaching experiences, this episode will give you practical ways to integrate the Enneagram into your facilitation toolkit.Have a request for a future episode? Drop a text here!

What makes a great leader—confidence and speed, or preparation and caution? If you've ever worked under a Type 3 (The Pacesetter) or a Type 6 (The Guardian), you know these two approach leadership differently. Type 3 might say: "Go big, go fast, and don't look back!"Type 6 could be heard saying: "Slow down, assess the risks, and ensure we're prepared!"So… who actually makes the better leader? In this episode of Enneagram at Work, we break it down:Why Type 3s make exciting, inspiring leadersHow Type 6s bring preparation, trust, and strategic thinkingWhere they struggle (Too impulsive? Too hesitant?)How to balance action with caution to become the best leader possibleWhich leadership style is best for different team environments

Some team members fire off ideas like a creativity machine while others sit back, take it all in, and analyze before making a move. If you've ever worked with a Type 7 (The Enthusiast) or a Type 5 (The Strategist), you know there are some key differences to the way they approach work, including when it comes to generating new ideas and brainstorming. Type 7 might say: "Let's put all the ideas out there - no judging them yet!"Type 5 might say: "Let's think this through logically before jumping in."In this episode of Enneagram at Work, we're looking at: The strengths of Type 7s in the innovation process (visionary, energetic, adaptable)How Type 5s bring strategy, depth, and expertise to decision-makingWhere they each struggle (Too scattered? Too withdrawn?)How to find the balance between big-picture thinking and deep analysisThe best way to work with both styles in a team settingWhether you're a fast-moving innovator or a deep-thinking strategist, this episode will help you become aware of your own tendencies and help you navigate your co-worker relationships. Have a request for a future episode? Drop a text here!

Type 3 & Type 4 at Work: When Efficiency Meets EmotionEver been in a meeting where one person wants just the bullet points while the other wants to share the full backstory first? If so, you might be witnessing a classic Type 3 & Type 4 workplace dynamic! (But definitely not limited to these two types.)In this Coworker Compatibility episode, you'll get a breakdown of:The core motivations & strengths of Type 3 (The Achiever) & Type 4 (The Individualist)Why Type 3 values efficiency & action, while Type 4 thrives on depth & meaningThe friction point of communication styles—quick summaries vs. storytellingPractical tips to work better together without frustrationHave a request for a future episode? Drop a text here!

What happens when a team is heavily made up of Type 8s (striving to feel powerful) and Type 1s (striving to feel perfect)? You get a powerhouse mix of decisiveness, integrity, and high standards—but also a workplace that might feel intense, perfectionistic, and high-pressure.In this episode of Enneagram at Work, we're analyzing a real-life team map where Type 8 and Type 1 were the dominant types—alongside a strong presence of Type 7s and 9s.We'll cover:The Strengths of an 8 & 1 Dominant Team – Why this mix creates a culture of accountability, ethical decision-making, and getting things done fast.The Challenges & Blind Spots – How this combination can feel intimidating, overly critical, or resistant to emotional awareness.How Type 7s & 9s Balance the Team – Why these types are essential for optimism, adaptability, and keeping things from becoming too rigid.Practical Strategies to Make This Team More Effective – How to celebrate wins, encourage collaboration, and ensure all voices are heard.Whether you're leading a team with strong Type 8 & 1 energy or working in one, this episode will give you the insights you need to navigate this dynamic with confidence.Have a request for a future episode? Drop a text here!

We've all been there—a group project where one person (possibly a Type 3) takes over like they're leading a Fortune 500 company while another (let's say a Type 9) quietly disappears into the background.So, why does this happen? And more importantly, how do we fix it?In this episode of Enneagram at Work, we're breaking down:Why Type 3s naturally take charge (and sometimes overdo it)Why Type 9s drift into the role of silent supporter (or fully check out)How this dynamic can lead to burnout for Type 3 & disengagement for Type 9Simple fixes to create balance, clear roles, and actual teamworkHow to make sure Type 3 doesn't ‘redo' everyone's work & Type 9 doesn't fade into oblivionIf you're a Type 3, this episode will help you lead without steamrolling. If you're a Type 9, this will help you stay engaged without feeling overwhelmed. If you're neither but manage people, this will help you better understand and address challenging group project dynamics. Have a request for a future episode? Drop a text here!

In this fun, competitive, and lighthearted showdown, we put Type 8 (The Commander) and Type 2 (The Coach) leadership styles head-to-head, awarding imaginary points in key leadership categories:Decision-Making Under Pressure Team Morale & Engagement Conflict Management Long-Term Team Development By the end, you'll get the real secret to great leadership—because maybe it's not about choosing one over the other… Listen now and decide for yourself!What do you think?  Are you #Team8 or #Team2?Have a request for a future episode? Drop a text here!

In this fun bonus episode, you'll hear a behind-the-scenes conversation on the Enneagram MBA rebrand with the agency that led the process, Ink & Craft out of Cincinnati, OH.You'll also get a fly-on-the-wall perspective of our working dynamic throughout this project as a Type 1 (Ariana Broerman), Type 5 (Matt Broerman), and Type 7 (yours truly).  Did you recognize yourself in any of these situations? Or maybe a co-worker? Learn more about bringing the Enneagram to your team or organization to learn more about your unique lens of the world and about those you work next to each day. ↳ enneagrammba.com ↳ Learn more about working with Ink & Craft: Website - https://inkandcraft.com/Instagram: @inkncraftSend us a text

Stay in touch while we take a break over until the Fall over on YouTube or the Understanding People Newsletter:Subscribe to Enneagram MBA on YouTubeBecome an Ennsider of the Understanding People Newsletter Start planning your end-of-year team retreat or new-year kick-off eventSend us a Text Message.

The Enneagram can help you understand your personality type and those of your colleagues. It can help you anticipate challenges, provide specific growth guidance, and navigate the complexities of the workplace with greater empathy and awareness. It cannot however predict the future. It can't tell you who will be amazing at their job, or tell you which types are best for certain roles. Listen in to hear two recent, real-workplace examples of why we want to be careful with putting types into job boxes or believing we need a specific type for a role. Send us a Text Message.

Using the Awareness to Action model, you'll learn what being a “Transmitter” looks like in the real world with Trust Leadership Collective Founder Demetrius Parker. These individuals who tend to “Transmit” prioritize attracting and bonding.The 3 categories that describe someone who Transmits include:Broadcasting/Narrowcasting | Asserting | ImpressingWhen you listen in to this week's episode you'll also hear about:D's initial typing experience as a Type 9 what led him to realize Type 3 was more accurate the similarities and differences between Type 1 and Type 3why there was no question what his dominant Instinctual Bias washow he's used the Transmitting energy to succeed at workthe overlap of the Type 3 with the Transmitter key insights about the Transmitting leader Did you see yourself in any of these conversations? Or maybe someone you work with? Connect with Demetrius and let him know what you're taking away from this one!https://www.linkedin.com/in/demetriusparker/Send us a Text Message.

Enneagram Twos are striving to feel connected. Type Nines are striving to feel at peace. What's the coworker compatibility of these type types on a team?Find out how those core strategies show up in a real-world working relationship between Digital Signage Manager and Type 9, Ryan Lenocker and Digital Marketing Technology Specialist and Type 2, Michelle Zapata. When you listen in you'll hear about how they see their strengths complimenting their work relationship and how they've gotten a deeper understanding of their differences and potential friction points. If you happen to identify with one of these types yourself, hearing Michelle and Ryan share about their experiences you'll be able to relate. And if neither of these is your core strategy, listen in because you'll gain a better understanding of these types at work and may end up learning more about your own co-worker. *****Connect with Michella on Linkedin and let her know what you're taking away from this episode:https://www.linkedin.com/in/michelle-zapata-m-s-1424906b/Connect with Ryan on Linkedin and let him know what you enjoyed most about this interview:https://www.linkedin.com/in/rlenocker/Send us a Text Message.

In Part 1 of this interview special guest and my Enneagram mentor, Mario Sikora shared the details of the history, myths, and misconceptions of where the Enneagram came from and even set the record straight on the origin of Wings.  When you listen in to Part 2 this week, you'll hear how Mario has seen the Enneagram evolve (and how he's played a huge role in its evolution), what he says to the skeptics, and where he sees the Enneagram going - both with a cautious and an optimistic outlook.  Get in touch with Mario:mario@awarenesstoaction.comAwareness to Action Enneagram Certification:https://ata.enneagramondemand.com/Listen to Mario's Enneagram podcast:https://the-awareness-to-action.captivate.fm/Instinctual Leadership Book:https://amzn.to/4eJdVoN*****Send us a Text Message.

After listening to this 2-Part series with  Mario Sikora, my Enneagram mentor, former International Enneagram Association President, and current Founder and CEO of Awareness to Action Enneagram, you'll have earned your credits in Enneagram History 101. In Part 1 you'll hear the answers to and topics on:Where - and who - exactly did the Enneagram came from? How old is the Enneagram (spoiler alert - it's not 2,000 years)? Myths and misconceptions around the origin of the Enneagram Why is it important to understand the approach you're learning from?The skipped Enneagram class that birthed the idea of WingsWhy Mario doesn't teach Wings and what he recommends insteadTune in next week for Part 2, diving into the evolution and the future of the Enneagram!Get in touch with Mario:mario@awarenesstoaction.comThe origin of the Enneagram YouTube video mentioned by Mario:https://youtu.be/wlO3KJWnNd8?si=qDIZnyeHSJ5GXNoBAwareness to Action Enneagram Certification:https://ata.enneagramondemand.com/Listen to Mario's Enneagram podcast:https://the-awareness-to-action.captivate.fm/Instinctual Leadership Book:https://amzn.to/4eJdVoN*****Send us a Text Message.

What should you do if you're team isn't "balanced?"Maybe you don't have someone who identifies with each type. Maybe there's one or two types that no one relates to at all. Is that a bad thing? Do you need to hire for that specific type? What happens when the team isn't "well-rounded?"What should you do with a gap? When you listen to the final episode in this 4-Part Series you'll get the answers to these questions and things to think about as a manager and as a team as a whole when you don't have anyone on the team that identifies with a Type 2, Type 3, or Type 4.Send us a Text Message.

What should you do if you're team isn't "balanced?"Maybe you don't have someone who identifies with each type. Maybe there's one or two types that no one relates to at all. Is that a bad thing? Do you need to hire for that specific type? What happens when the team isn't "well-rounded?"What should you do with a gap? When you listen to Part 3 of this 4-Part Series you'll get the answers to these questions and things to think about as a manager and as a team as a whole when you don't have anyone on the team that identifies with a Type 8, Type 9, or Type 1.Send us a Text Message.

What should you do if you're team isn't "balanced?"Maybe you don't have someone who identifies with each type. Maybe there's one or two types that no one relates to at all. Is that a bad thing? Do you need to hire for that specific type? What happens when the team isn't "well-rounded?"What should you do with a gap? When you listen to Part 2 of this 4-Part Series you'll get the answers to these questions and things to think about as a manager and as a team as a whole when you don't have anyone on the team that identifies with a Type 5, Type 6, or Type 7.Send us a Text Message.

Get the answer to this question and hear about a recent article I was a part of that I now regret. We'll talk about why I regret contributing to it and what that regret has to do with whether or you should use the Enneagram in your hiring process. ***Listening experience note: The audio on this may sound a bit "off." I'm still navigating the new computer settings and the new podcast recording platform - It's clear, but we'll make sure we're set up correctly for the next one! Send us a Text Message.

In this episode, you'll hear ideas to incorporate into a feedback session or performance review meeting for your Type 5 team member. We'll walk through: Strengths to remember to acknowledgeThe power of "It makes sense." Getting insight and language for growth opportunities from the resource points - Type 7 and Type 8Ideas for specific goals and development overlap the emotional competencies. Suggestions for delivering the feedback to a Type 5FREE RESOURCE:Your Feedback Cheat Sheethttps://www.enneagrammba.com/feedbackcheatsheetSend us a Text Message.

In this episode, you'll hear ideas to incorporate into a feedback session or performance review meeting for your Type 5 team member. We'll walk through: Strengths to remember to acknowledgeGetting insight and language for growth opportunities from the resource points - Type 7 and Type 8Ideas for specific goals and development overlap the emotional competencies. Suggestions for delivering the feedback to a Type 5FREE RESOURCE:Your Feedback Cheat Sheethttps://www.enneagrammba.com/feedbackcheatsheetSend us a Text Message.

In the last two months, Enneagram MBA has brought 16 different groups an Enneagram experience.  Over 80% of those have been a part of a team or company off-site retreat, so in this episode, you'll hear about the four themes that have come up for incorporating the Enneagram into this type of event that you can take and use as is or use one to inspire your own unique ideas for your company retreat event.1) The Bring-Back 2) The Cross-Department Collab 3) The 2-Parter4) The Staycation Send us a Text Message.

In this episode, you'll hear ideas to incorporate into a feedback session or performance review meeting for your Type 3 team member. We'll walk through: Strengths to remember to acknowledgeThe power of "It makes sense." Getting insight and language for growth opportunities from the resource points - Type 6 and Type 9Ideas for specific goals and development overlap the emotional competencies. Suggestions for delivering the feedback to a Type 3FREE RESOURCE:Your Feedback Cheat Sheethttps://www.enneagrammba.com/feedbackcheatsheet******Send us a Text Message.

In this episode, you'll hear ideas to incorporate into a feedback session or performance review meeting for your Type 2 team member. We'll walk through: Strengths to remember to acknowledgeThe power of "It makes sense." Getting insight and language for growth opportunities from the resource points - Type 4 and Type 8Ideas for specific goals and development overlap the emotional competencies. Suggestions for delivering the feedback to a Type 2FREE RESOURCE:Your Feedback Cheat Sheethttps://www.enneagrammba.com/feedbackcheatsheet******Send us a Text Message.

In this episode, you'll hear ideas to incorporate into a feedback session or performance review meeting for your Type 1 team member. We'll walk through: Strengths to remember to acknowledgeThe power of "It makes sense." Getting insight and language for growth opportunities from the resource points - Type 4 and Type 7 Ideas for specific goals and development overlap the emotional competencies. Suggestions for delivering the feedback to a Type 1FREE RESOURCE:Your Feedback Cheat Sheethttps://www.enneagrammba.com/feedbackcheatsheet******

Wings continue to be a common question that comes up in workshops or surveys asking what people are most curious about when it comes to the Enneagram. While we don't teach them at Enneagram MBA, I don't won't to ignore that people have questions! This episode intends to help answer some of those questions - and explain why we typically don't teach them. Past episode referenced:Enneagram at Work Episode 132: The 2024 Enneagram MBA Methodology:https://www.buzzsprout.com/1850780/14173790*****

In this episode, you'll hear ideas to incorporate into a feedback session or performance review meeting for your Type 9 team member. We'll walk through: Strengths to remember to acknowledgeThe power of "It makes sense." Getting insight and language for growth opportunities from the resource points - Type 3 and Type 6 Ideas for specific goals and development overlap the emotional competencies. Suggestions for delivering the feedback to a Type 9Article mentioned:68 Performance Management Statistics for 2024https://www.myshortlister.com/insights/performance-management-statisticsFREE RESOURCE:Your Feedback Cheat Sheethttps://www.enneagrammba.com/feedbackcheatsheet******

In this episode, you'll hear ideas to incorporate into a feedback session or performance review meeting for your Type 8 team member. We'll walk through: Strengths to remember to acknowledgeThe power of "It makes sense." Getting insight and language for growth opportunities from the resource points - Type 2 and Type 5 Ideas for specific goals and development overlap the emotional competencies. Suggestions for delivering the feedback to a Type 8FREE RESOURCE: Your Feedback Cheat Sheethttps://www.enneagrammba.com/feedbackcheatsheet******

"Slotting employees into stiff, one-size-fits-all roles without considering what they're really good at or what fires them up is starting to look pretty old-school..."In a recent Fast Company article, Sway Group CEO Danielle Wiley shared her experience with leveraging individual strengths and transforming company culture.It's an approach about moving beyond standardized management styles and embracing a more personalized understanding of each employee's talents. "When people do what they're naturally good at, they're happier, more engaged, and ultimately more successful." When you listen it to this episode you'll hear her 3 top strategies for using this approach in your own team or organization with extra ideas for keeping the Enneagram alive beyond just the training day. RESOURCES:Fast Company article: Transforming Business Culture with Strength-Based Strategieshttps://www.fastcompany.com/91056944/transforming-business-culture-with-strengths-based-strategiesEnneagram at Work Episode 127 : Onboarding a New Manager Using the Enneagramhttps://www.buzzsprout.com/1850780/13970704Enneagram at Work Episode 126 : Enneagram Discussion Questions for Your Teamhttps://www.buzzsprout.com/1850780/13921993

☎️ New Enneagram at Work hotline! Ask a question, leave a comment, or share a real-life example of how the Enneagram has impacted your career or work relationships: https://fanlist.com/enneagramatworkIn this episode, you'll hear ideas to incorporate into a feedback session or performance review meeting for your Type 7 team member. We'll walk through: Strengths to remember to acknowledgeThe power of "It makes sense." Getting insight and language for growth opportunities from the resource points - Type 1 and Type 5 Ideas for specific goals and development overlap the emotional competencies. Suggestions for delivering the feedback to a Type 7Download the Enneagram Cheat Sheet: https://www.enneagrammba.com/feedbackcheatsheet

☎️ New Enneagram at Work hotline! Ask a question, leave a comment, or share a real-life example of how the Enneagram has impacted your career or work relationships:  https://fanlist.com/enneagramatworkIn this episode, you'll hear ideas to incorporate into a feedback session or performance review meeting for your Type 6 team member. We'll walk through: Strengths to remember to acknowledgeThe power of "It makes sense." Getting insight and language for growth opportunities from the resource points. Ideas for specific goals and development overlap the emotional competencies. Suggestions for delivering the feedback to a Type 6Download the Enneagram Cheat Sheet: https://www.enneagrammba.com/feedbackcheatsheet

Each of the nine Enneagram types has a unique way of approaching change, and understanding your type can help you develop strategies for handling change more effectively.For example, if you're a Type One, you might find that you resist change because you're attached to the way things "should" be. By recognizing this tendency, you can work on being more open to different ways of doing things.On the other hand, if you're a Type Seven, you might thrive on change and excitement but struggle with follow-through. By recognizing this tendency, you can work on staying focused and seeing projects through to completion.No matter what your Enneagram type, learning more about it can help you develop greater self-awareness and resilience in the face of change. By embracing your strengths and working on your challenges, you can become more adaptable and successful in your career. Listen in for an overview of how each type may approach changes in the workplace.

In Part 2 of Navigators at Work, you'll learn what it looks like when the Navigating Bias is overlapped with each of the nine types: Type 9 - Peaceful NavigatingType 8 - Powerful NavigatingType 7 - Excited NavigatingType 6 - Secure NavigatingType 5 - Detached NavigatingType 4 - Unique NavigatingType 3- Outstanding NavigatingType 2 - Connected NavigatingType 1 - Perfect NavigatingListen in to get: a brief overview of each combination one common work challenge they may facethe leadership style of each subtype ---> Learn more about the Awareness to Action model that Enneagram MBA follows at:https://awarenesstoaction.com/enneagram-resources/the-awareness-to-action-enneagram/

Using the Awareness to Action model, you'll learn what being a "Navigator" looks like at work. You may recognize yourself or may recognize that these are many of the things you feel indifferent or incredibly frustrated by.  If the latter is true, stick with us because it may help you better understand a teammate. When you listen in, you'll learn: the 9 subcategories to further help you understand this Instinctual Biasthe strengths and potential struggles of the Navigating teammate how they can drive themselves crazy - and others UP NEXT - Be sure to come back next week when we go through what it looks like to be Navigating when paired with each of the 9 types!

In Part 2 of Transmitters at Work, you'll learn what it looks like when the Transmitting Bias is overlapped with each of the nine types: Type 6 - Secure TransmittingType 7 - Excited TransmittingType 8 - Powerful TransmittingType 9 - Peaceful TransmittingType 1 - Perfect TransmittingType 2 - Connected TransmittingType 3- Outstanding TransmittingType 4 - Unique Transmitting Type 5 - Detached Transmitting Listen in to get: a brief overview of each combination one common work challenge they may facethe leadership style of each subtype ---> Learn more about the Awareness to Action model that Enneagram MBA follows at:https://awarenesstoaction.com/enneagram-resources/the-awareness-to-action-enneagram/******

Using the Awareness to Action model, you'll learn what being a "Transmitter" looks like at work. You may recognize yourself or may recognize that these are many of the things you feel indifferent or incredibly frustrated by.  If the latter is true, stick with us because it may help you better understand a teammate. When you listen in, you'll learn: the 9 subcategories to further help you understand this Instinctual Biasthe strengths and potential struggles of the Transmitting teammate how they can drive themselves crazy - and others UP NEXT - Be sure to come back next week when we go through what it looks like to be Transmitting when paired with each of the 9 types! Not sure what your Enneagram type is yet, but want to?

In Part 2 of Preservers at Work, you'll learn what it looks like when the Preserving Bias is overlapped with each of the nine types: Type 1 - Perfect Preserving Type 2 - Connected Preserving Type 3- Outstanding Preserving Type 4 - Unique Preserving Type 5 - Detached Preserving Type 6 - Secure Preserving Type 7 - Excited Preserving Type 8 - Powerful Preserving Type 9 - Peaceful Preserving Listen in to get: a brief overview of that combination one specific work challenge that is common the leadership style of that subtype ---> Learn more about the Awareness to Action model that Enneagram MBA follows at: https://awarenesstoaction.com/enneagram-resources/the-awareness-to-action-enneagram/******Not sure what your Enneagram type is yet, but want to?

Using the Awareness to Action model, you'll learn what being a "Preserver" looks like at work. You may recognize yourself, or recognize that these are many of the things you feel indifferent or incredibly frustrated by.  If the latter is true, stick with us because it may help you better understand a teammate. When you listen in, you'll learn: the 9 subcategories to further help you understand this Instinctual Biasthe strengths and potential struggles of the Preserving teammate how they can drive themselves crazy - and others UP NEXT - Be sure to come back next week when we go through what it looks like to be a Preserver when paired with each of the 9 types! Not sure what your Enneagram type is yet, but want to?

SEASON 5 KICKOFF

Learn about Enneagram MBA's new approach from the Awareness to Action Enneagram method that will impact (and already has started!) both our workshops and the topics we cover on this podcast in 2024. When you listen in you'll hear about:my recent certification experience with Awareness to Action (they're opening another round starting in late January 2024)why Enneagram MBA will be following this approach above the others the 3 key parts of the Awareness to Action approach that allow for both a fun and USEFUL Enneagram experience what parts of traditional Enneagram teaching we won't be covering in the future and why Catch The Practical Enneagram episode I first heard Mario on here.Learn more bout the Awareness to Action approach here.Check out more about their certification program here.Dive into their podcast episodes here.******Not sure what your Enneagram type is yet, but want to?

Would you describe your preferred working style as dominating, influencing, steady, or conscientious? Maybe a blend of the two?The DiSC assessment can complement what you've learned about yourself through the Enneagram by sharing both validating insights and new perspectives about your preferences and tendencies. Like the Enneagram, it should be used for dialogue, not a diagnosis.To help us jumpstart that conversation and be able to use and apply the DiSC to our own personal growth journey and relationships at work, we have DiSC certified, leadership trainer, and owner of Talent and Genius, Nancy Marmolejo on the show today.Inside Part 4 of our Personality Assessment Series, you'll learn about what DiSC is and the 4 main styles within the framework: The D (Dominance) Style prioritizes getting immediate results, taking action, challenging themselves and others and is motivated by power and authority, competition, winning, and success (sound familiar Type 8s and 3s? :) )The i (Influence) Style prioritizes expressing enthusiasm, taking action, and encouraging collaboration and is motivated by social recognition, group activities, and friendly relationships (Type 7 anyone?))The S (Steadiness) Style prioritizes giving support, maintaining stability, and enjoying collaboration and is motivated by stable environments, sincere appreciation, cooperation, and opportunities to help (sensing some Type 2, 6, and 9 - What do you think?)The C (Conscientiousness) Style prioritizes ensuring accuracy, maintaining stability, and challenging assumptions, and is motivated by opportunities to use expertise or gain knowledge and attention to quality (hearing some Type 1 and event Type 5 in there?).The only Enneagram type I didn't see a direct DiSC Style correlation with was the Type 4 (which you probably appreciate :)), but what do you think? Where do you see this energy show up on the DiSC?And more importantly, where do you see yourself? How does that overlap (or not!) with your Enneagram type?Connect with Nancy on Linkedin: https://www.linkedin.com/in/nancymarmolejo/Bring Nancy and the DiSC to your team: https://talentandgenius.com/**********Are we connected on social media yet? If not, find us below and say hello!InstagramLinkedinNot sure what your Enneagram type is yet, but want to?