Enneagram at Work

Enneagram MBA
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Welcome to Enneagram at Work, your Saturday leadership download. We're bringing you insights for your weekend so you're ready for Monday. This is a podcast about understanding people at work and navigating professional relationships. We spend so much of our time at work, why not make it more enjoyable by working on creating more enjoyable relationships with our teammates?  Listen in each week to gain self-awareness, relationship management, leadership development, personal growth insights, and real-life application ideas through the lens of the Enneagram inside educational episodes and interview conversations. Learn about bringing the Enneagram to your organization or group and view the current workshop menu at: enneagrammba.com 

  1. 36 mins ago

    226. How Enneagram Type 9s Can Give More Effective Feedback at Work

    If you're an Enneagram Type 9, or you lead one, this episode is for you! We're breaking down the do's and don'ts of giving feedback as a Type 9: the Consensus-Builder.  What You'll Hear in This Episode Type 9s bring something genuinely valuable to feedback conversations: warmth, steadiness, and an ability to make people feel safe before things get hard.  But the same striving to feel at peace that makes Nines so grounding to be around can also turn a feedback conversation into something that never quite happens... or happens so gently that the other person isn't sure anything was said. We walk through three things to do and three things to avoid when giving feedback as a Type 9, including a specific phrase you can try that makes the conversation easier to start and harder to accidentally avoid. 3 Things to DO as a Type 9 When Giving Feedback Let your warmth open the door, then walk through it. You are naturally good at creating emotional safety before a hard conversation. That's a real skill and is needed, so use it! Just make sure the warmth is the setup, not the whole conversation. The feedback still needs to come out the other side.Schedule it and treat it like a commitment. Nines are excellent at finding reasons to wait...for a better moment, a calmer week, a version of the conversation that feels less disruptive. Decide in advance when the conversation is happening and hold that like any other meeting on your calendar. The right moment is rarely going to happen.Translate your observations into specific, concrete language. You notice things other people miss like the shift in someone's energy, the dynamic that's been quietly off for weeks. Trust those instincts, and then put them into words the other person can actually work with. "In our last three project check-ins, I noticed you seemed disengaged" is actionable. "Something feels a little off lately" is easy to dismiss.3 Things to AVOID as a Type 9 When Giving Feedback Softening the message until it disappears. This is the big one. The feedback gets wrapped in so many qualifiers... "it's probably not a big deal," "I could be wrong about this," "I just wanted to mention..." that the other person walks away not entirely sure anything was said. You can be kind and be clear. Those two things are not in conflict.Waiting until you're frustrated to finally say something. Nines can absorb a lot before they speak up, and by the time they do, there's often more accumulated emotion underneath than either person expected. The goal is to give feedback before it's urgent, not after it's overdue. Small and early is almost always better than big and late.Letting their discomfort redirect the conversation. If the other person pushes back, gets defensive, or seems upset, the Nine's instinct is to backpedal, to reassure, soften, or quietly walk back what they just said. Notice that impulse and don't follow it. You can hold space for their reaction and hold your ground on what you came to say.After listening: If this resonated, share it with a Type 9 on your team or the manager who leads one.  Want type-specific prompts for feedback conversations across all nine types? The Manager's Prompt Pack has you covered. Grab it at enneagrammba.com/resources. Interested in bringing this kind of practical Enneagram insight to your whole team? We'd love to talk about a workshop or retreat. Reach out at enneagrammba.com. ****** Have a request for a future episode? Drop a text here!  🗓️ Book a Guided Enneagram Workshop for your team retreat at work: https://www.enneagrammba.com/enneagram-team-workshops ✏️ Get an overview of all nine types inside the Understanding People at Work Cheat Sheet https://www.enneagrammba.com/cheatsheet

    19 min

  2. Jun 20

    225. How Enneagram Type 1s Can Give More Effective Feedback at Work

    Type 1s, known as the Administrator (source: Awareness to Action Enneagram) care deeply about doing things right. They're clear, they're specific, and they genuinely want the person in front of them to improve. But that same commitment to high standards can sometimes get in the way of the feedback actually landing. In this episode, we're walking through what Type 1s are already doing well and a few things worth adjusting so their feedback inspires rather than overwhelms. What You'll Hear in This Episode Unlike some types who soften feedback to the point of losing the message, Type 1s don't have that problem. Their challenge is almost the opposite. The inner critic that drives their own high standards can quietly seep into how feedback is delivered, in tone, body language, and the sheer volume of things they want to address at once. This episode helps Type 1s channel their gift for seeing what should be into feedback that motivates real change. A Note Before You Go In Before the conversation, check in with your inner critic. Type 1s have an inner voice that is louder, harsher, and more relentless than most, and what feels like honest, measured feedback on the outside can sometimes be that inner critic talking. Ask yourself: is this feedback honest and helpful, or is it starting to bleed into perfect and harsh? That check-in can set the whole tone. 3 Things to DO as a Type 1 When Giving Feedback Lead with positive intent and say it out loud. It might feel obvious to you that you're coming from a place of care, but the other person doesn't always know that. Don't skip the setup. A quick "I'm bringing this up because I want you to succeed" changes how everything that follows is received.Be specific and factual, not evaluative. There's a difference between "the report was missing the Q3 projections" and "the report wasn't good enough." The first is actionable. The second stings without direction. Type 1s naturally gravitate toward specifics, just make sure the inner critic isn't swapping facts for judgment.Offer a clear path forward. You have a rare ability to see what should be - use it. Don't just address what went wrong; give the person a concrete next step. That "good to great" instinct is a gift. Use it to look forward. 3 Things to AVOID as a Type 1 When Giving Feedback Letting frustration show up in your tone or body language. Your words might be measured and thoughtful, and they usually are, but feelings can come through in your face and your voice without you realizing it. One Type 1 leader we worked with laughed about how his team called it his "resting [you know what] face." He had no idea he was doing it. Just something to be aware of and occasionally soften.Stacking all the things at once. Your standards are high, and there's probably a lot you could address. But delivering a long list of everything that needs to be fixed can feel overwhelming and even hopeless on the receiving end, like I can't do anything right, so why try? Prioritize the most important thing. Let the rest go for now and come back to it after the first priority is addressed.Assuming the goal is obvious. You know you're giving this feedback so they can improve. They might not feel that in the moment. Saying it explicitly isn't redundant, it's what makes the feedback land as support rather than criticism.A Phrase to Try "I'm bringing this up because I know you're capable of excellence. You can meet this standard...and I'm here to help you get there." Say it at the start, wrap up with it, or both. It reminds the other person, and yourself, why this conversation is happening. Resources + Next Steps Are you a Type 1 with something to add, push back on, or a real-world example to share? We'd love to hear from you at enneagrammba.com/contact. And if you work for or with a Type 1 and want to share what you genuinely appreciate about how they lead and give feedback, we want to hear that too. If you want to keep building your communication and leadership skills by type, grab the Enneagram Manager's Prompt Pack - a practical, downloadable guide organized by real workplace situations so you always know what to say and how to say it. Find it at enneagrammba.com. And if this episode got you thinking about how your team gives and receives feedback, that's exactly what we dig into in our workshops, company retreats, team building events, industry conferences, and more. Head to enneagrammba.com to explore your options and start the conversation. Enneagram MBA is a team training and leadership development company based in the Louisville metro area. We help organizations build self-aware, high-performing teams using Enneagram insights. Have a request for a future episode? Drop a text here!  🗓️ Book a Guided Enneagram Workshop for your team retreat at work: https://www.enneagrammba.com/enneagram-team-workshops ✏️ Get an overview of all nine types inside the Understanding People at Work Cheat Sheet https://www.enneagrammba.com/cheatsheet

    14 min

  3. Jun 18

    224. Coworker Chemistry: Type 3 & Type 4 Dynamic

    Check out the Backstory vs. Bullet Points episode mentioned here!  -> https://www.buzzsprout.com/1850780/episodes/16622539 What happens when the Achiever and the Individualist end up on the same team? In this episode of Coworker Chemistry, we dig into the Type 3 + Type 4 dynamic -  the strengths, the friction, the communication gaps, and what growth actually looks like when someone striving to feel outstanding meets someone striving to feel unique and authentic. The Strengths of This Pairing: The Three drives toward the finish line; the Four makes sure what gets built there actually means something, together they produce work that doesn't just perform well, it stands outFours can help Threes to slow down and ask whether the goal is worth chasing, producing work that's genuinely differentiated rather than just technically impressiveThrees can pull Fours forward; their bias toward action and deadlines is often exactly what gets a Four's best creative work out of their head and into the worldFours bring creative depth; Threes bring polished execution. That combination is genuinely rare and genuinely valuable on any team!Where the Friction Lives: The Three is ready to present before the Four is ready to ship, and the Four is still refining while the Three has already sent the deck. The gap in speed is real.Threes shift to fit the room; Fours resist any shift that feels like a compromise of who they are. What the Three calls professional, the Four can read as inauthentic.When a Three gets the credit, and the Four feels pushed into the background, the resentment is quiet, but it can build deep. Threes manage emotions to keep things moving; Fours bring emotional honesty as a feature of their work. The Three reads the Four as too sensitive, the Four reads the Three as performative, and both are missing the point.Resources + Links: Learn more about the 3-part Dream Team Momentum program: enneagrammba.com/enneagram-team-workshopsRun your own Enneagram Workshop: enneagrammba.com/enneagram-workshop-kitConnect with Sarah on LinkedIn: linkedin.com/in/sarahlynnwallace/Take the 2-question Enneagram quiz: enneagrammba.com/blog/enneagramtestWork with Sarah - workshops, speaking, and team facilitation: enneagrammba.com/enneagram-speaker Have a request for a future episode? Drop a text here!  🗓️ Book a Guided Enneagram Workshop for your team retreat at work: https://www.enneagrammba.com/enneagram-team-workshops ✏️ Get an overview of all nine types inside the Understanding People at Work Cheat Sheet https://www.enneagrammba.com/cheatsheet

    47 min

  4. Jun 13

    223. How Enneagram Type 2s Can Give More Effective Feedback at Work

    For Type 2s, the Coach (source: Awareness to Action Enneagram), giving feedback isn't just uncomfortable, it can feel genuinely risky. When connection is your currency, anything that might strain a relationship hits differently. In this episode, we're walking through why feedback feels so hard for this type, what Type 2s are already doing well, and a few adjustments that can help their feedback actually land, without sacrificing the warmth that makes them so good at leading people in the first place. What You'll Hear in This Episode Type 2s are wired to see the best in people. That's such a strength,  but in a feedback conversation, it can work against you. The message gets softened, exceptions keep getting made, and the person on the receiving end walks away thinking everything is fine when it isn't. This episode helps Type 2s separate the person they care about from the behavior that needs to change, so they can deliver honest feedback without feeling like they're damaging the relationship because staying quiet is actually what damages it. 3 Things to DO as a Type 2 When Giving Feedback Anchor the conversation in the relationship first. Before you get into the feedback, let the other person know you're coming from a place of care. Something like "I'm bringing this up because I care about you and your success here" is genuine, coming from a Type 2, and people will feel that. It lowers their guard and opens them up before the harder part of the conversation begins.Use your coaching instinct to frame it as "here's what I see in you, and here's what's getting in the way." This lets you stay connected to their potential while still giving honest, specific feedback and clear recommendations for change. It's the sweet spot for this type.Stay specific about the behavior, not the person. You might genuinely adore this person, but their behavior is causing a problem. Keep those two things separate. When they blur together, the feedback gets confusing to deliver and confusing to receive.3 Things to AVOID as a Type 2 When Giving Feedback Softening the message so much it doesn't land. If you've sandwiched the feedback so thoroughly that the other person walks away thinking everything is fine, you haven't helped them. And helping people is the whole point. Clear feedback delivered with warmth is still kind. Unclear feedback delivered with warmth is just a missed opportunity.Continuing to make exceptions to protect the relationship. One more chance, let's see what happens. I'll say something next time. Sound familiar? The relationship is actually better served by honest feedback than by silence. Staying quiet to avoid discomfort puts your comfort above what that person actually needs. A small reframe that might help: not saying something isn't kind. It just feels easier in the moment.Waiting until you're frustrated to finally say something. Type 2s can have a slow burn, putting things off, making exceptions, absorbing frustration, until it all comes out at once from a place of resentment or total depletion. By then, the message gets lost in the heat of the moment. Say something before you get there.A Phrase to Try "I'm telling you this because I genuinely believe in what you're capable of, and I'd rather have this conversation now than watch something get in your way." That's it. That's the whole spirit of Type 2 feedback done well. Use it at the start, the end, or somewhere in the middle, and make it yours. Resources + Next Steps Are you a Type 2 with something to add, validate, or push back on? Or do you work with a Type 2 and want to share what you appreciate about how they show up as a leader and communicator? We'd love to hear from you at enneagrammba.com/contact. If you want to keep building your leadership communication skills by type, grab the Enneagram Manager's Prompt Pack, a practical, downloadable guide organized by real workplace situations so you always know what to say and how to say it. Find it at enneagrammba.com. And if this episode got you thinking about how your team gives and receives feedback, that's exactly what we explore in our workshops — company retreats, team training events, industry conferences, and more. Head to enneagrammba.com to explore your options and start the conversation. Enneagram MBA is a team training and leadership development company based in the Louisville metro area. We help organizations build self-aware, high-performing teams. Have a request for a future episode? Drop a text here!  🗓️ Book a Guided Enneagram Workshop for your team retreat at work: https://www.enneagrammba.com/enneagram-team-workshops ✏️ Get an overview of all nine types inside the Understanding People at Work Cheat Sheet https://www.enneagrammba.com/cheatsheet

    12 min

  5. Jun 9

    122. Coworker Chemistry: The Type 5 & Type 7 Dynamic

    Both of these types are driven by ideas. Both can light up a room when the topic is right. But underneath that shared curiosity, two very different strivings are running the show. The Five's striving to feel detached, capable, and competent isn't about being a know-it-all, it's about making sure they have enough before they give anything away. They go inward, go deep, and conserve their energy carefully. The Seven's striving to feel excited and satisfied isn't about being scattered, but rather about staying energized and in motion. They go outward, go wide, and keep moving because slowing down feels like being limited and contained. One goes within to recharge. The other expands to stay fueled up. Put them on the same team and you get either the most idea-generating pairing in the building... or two people who genuinely cannot figure out why the other one works the way they do. The difference usually comes down to whether they understand what's actually driving each other. The Strengths of This Pairing: The Five goes deep; the Seven goes wide; together they cover interesting topics that neither could cover alone, and the best ideas usually live in the overlapSevens draw Fives out of their heads and into momentum; that spark can get a Five's best thinking off the whiteboard and into the worldFives give Sevens something they rarely slow down for: needed rigor, helping stress-test an idea before it's already been announced to the whole companyBoth types are genuinely energized by learning; when they find a topic they're both excited about, the conversation is electric and the output shows itPotential Friction: The Seven's pace can feel reckless to a Five; the Five's pace can feel like hesitation to a Seven, and both interpretations are wrong, but neither person says soThe Seven keeps introducing new ideas before the Five has finished with the last one, and the Five quietly loses trust in the Seven's ability to actually executeThe Five's need for quiet and solitude to do their best thinking can feel like rejection to a Seven who is energized by engagement and presenceBoth types avoid sitting with hard things, but from opposite directions; the Seven pivots away through optimism and activity, the Five retreats into analysis, and difficult conversations end up intellectualized or quietly dropped instead of actually resolvedResources + Links: Learn more about the 3-part Dream Team Momentum program: enneagrammba.com/enneagram-team-workshopsRun your own Enneagram Workshop: enneagrammba.com/enneagram-workshop-kitConnect with Sarah on LinkedIn: linkedin.com/in/sarahlynnwallace/Take the 2-question Enneagram quiz: enneagrammba.com/blog/enneagramtestWork with Sarah - workshops, speaking, and team facilitation: enneagrammba.com/enneagram-speakerHave a request for a future episode? Drop a text here!  🗓️ Book a Guided Enneagram Workshop for your team retreat at work: https://www.enneagrammba.com/enneagram-team-workshops ✏️ Get an overview of all nine types inside the Understanding People at Work Cheat Sheet https://www.enneagrammba.com/cheatsheet

    52 min

  6. Jun 6

    221. How Enneagram Type 3s Can Give More Effective Feedback at Work

    Type 3s are probably the most comfortable type when it comes to giving feedback: direct, efficient, and genuinely invested in bringing people along toward success. But that same drive that makes feedback feel natural can also cause it to miss the mark. In this Starting Monday episode, we're breaking down three things Type 3s should keep doing and three things worth reconsidering, so your feedback actually lands. What You'll Hear in This Episode Type 3s are wired to go far and go fast. That energy is an asset in feedback conversations...until it isn't. When efficiency skips the human element, even the most well-intentioned feedback can feel abrupt, harsh, or like a performance management move rather than genuine investment. This episode walks through small but meaningful tweaks that can make your feedback land the way you actually intend it to. 3 Things to DO as a Type 3 When Giving Feedback Lead with genuine belief in their potential. You already see what people are capable of. Make sure they know that before you get into the issue. That context changes everything about how the feedback is received.Be direct and specific about what needs to change and what success looks like. This comes naturally to you, so keep leaning into it. Bonus: ask what success looks like for them too. When you can align your definition of success with theirs, the feedback becomes something you're both working toward together.Keep it future-focused. Type 3s naturally have a "jump and the net will appear" mentality, bring that same energy to feedback. Frame the conversation around where you're headed, not just what went wrong. That forward-facing message is more motivating for the other person and honestly more natural for you.3 Things to AVOID as a Type 3 When Giving Feedback Rushing through the emotional part to get to the action items. Even a simple "I know this might be hard to hear..." creates space for the other person to feel like you get them, not just manage them. Emotions that come up aren't a detour. They're often important information.Assuming everyone else loves direct feedback as much as you do. Some types, think 2s, 9s, maybe 7s, need a little more relational cushioning before they can actually hear what you're saying. A small amount of rapport-building upfront makes the feedback that much more effective. It's not a waste of time. It's what makes the directness work.Delivering feedback in passing. The hallway-between-meetings efficiency instinct is real for Type 3s, but what feels like getting it done can feel like an ambush to the other person. Give feedback its own space, even if it's brief, so it can actually move the needle.A Phrase to Try "I'm telling you this because I think you have what it takes, and I don't want anything to get in the way of that." Put it at the beginning, the end, or both. It signals exactly why you're having this conversation, and for a Type 3, that's genuinely true. Resources + Next Steps 1) Have something to add? If you're a Type 3 and want to push back, validate, or add something to the list (or if you work with a Type 3!) and want to share what you appreciate about how they give feedback, we'd love to hear from you at enneagrammba.com/contact. 2) If you want to keep building your leadership communication by type, grab the Enneagram Manager's Prompt Pack, a practical, downloadable guide organized by real workplace situations so you always know what to say and how to say it. Find it at enneagrammba.com/resources. Enneagram MBA is a team training and leadership development company based in the Louisville metro area. We help organizations build self-aware, high-performing teams, using insights from the Enneagram. Want to be notified when Claude responds?Notify Sonnet 4.6 Have a request for a future episode? Drop a text here!  🗓️ Book a Guided Enneagram Workshop for your team retreat at work: https://www.enneagrammba.com/enneagram-team-workshops ✏️ Get an overview of all nine types inside the Understanding People at Work Cheat Sheet https://www.enneagrammba.com/cheatsheet

    13 min

  7. Jun 2

    220. Coworker Chemistry: The Type 8 + Type 9 Dynamic

    Striving to Feel Powerful meets Striving to Feel at Peace The Eight and Nine pairing is one of those dynamics where the differences are impossible to miss and the similarities can be completely hidden.  Eights tend to be direct, decisive, and energized by challenge. Nines are steady, accommodating, and energized when everyone is getting along.  But here's what most people miss: both types are deeply loyal, both are quietly protective of the people they care about, and both have a stubborn streak that isn't always visible until something important is on the line. The Eight's striving to feel strong and in control isn't aggression, but rather self-protection. They push hard because backing down feels like losing something important about themselves. The Nine's striving to feel at peace isn't necessarily passivity, but rather preservation. They accommodate because conflict feels like a genuine threat to the stability they need to function well. When those two strivings meet in a workplace, you get a dynamic that's full of potential and can also be full of landmines. The difference between the two usually comes down to whether both people understand what's actually behind the friction. The Strengths of This Pairing: The Eight generates momentum and makes the tough call; the Nine builds the consensus and brings people along. Together, they can move fast and sustainablyNines have a rare ability to receive an Eight's intensity without shutting down or mirroring it back, which often makes the Eight more effective with othersEights give Nines something they often struggle to find on their own: permission (and sometimes pressure!) to take up space and speak honestlyBoth types are fiercely loyal to their people; when this pairing trusts each other, they can create a workplace bond that runs deep Where the Potential Can Show Up: The Eight's directness can feel like an attack to a Nine striving for peace, even when zero attack was intended... and the Nine won't say anything, so resentment can buildThe Nine's tendency to go along can quietly drive an Eight up the wall, because Eights actually want real pushback. It doesn't feel safe when they can't get a read on someone.Unresolved tension looks completely different for each type: the Eight escalates, the Nine withdraws, and neither one is actually resolving anythingThe Eight reads the Nine's calm as disengagement; the Nine reads the Eight's intensity as a sign that something is already wrongReflection Question from This Episode: Where on your team is someone striving to feel strong and powerful and someone else striving to feel calm and at peace? Is the organization/team creating conditions for both of those to actually get what they need? Resources + Links: Learn more about the 3-part Dream Team Momentum program: enneagrammba.com/enneagram-team-workshopsRun your own Enneagram Workshop: enneagrammba.com/enneagram-workshop-kitConnect with Sarah on LinkedIn: linkedin.com/in/sarahlynnwallace/Take the 2-question Enneagram quiz: enneagrammba.com/blog/enneagramtestWork with Sarah - workshops, speaking, and team facilitation: enneagrammba.com/enneagram-speakerHave a request for a future episode? Drop a text here!  🗓️ Book a Guided Enneagram Workshop for your team retreat at work: https://www.enneagrammba.com/enneagram-team-workshops ✏️ Get an overview of all nine types inside the Understanding People at Work Cheat Sheet https://www.enneagrammba.com/cheatsheet

    53 min

  8. May 30

    219. How Enneagram Type 4s Can Give More Effective Feedback at Work

    If you work with or manage a Type 4 (or if you are a Type 4!) this one's for you. In this episode of our Starting Monday series, we're breaking down the do's and don'ts of giving feedback as an Enneagram Type 4: the Visionary. As always, the goal is simple: take these insights and put them to work by Monday. What You'll Hear in This Episode Type 4s bring something genuinely rare to feedback conversations: real, deep empathy. They have an almost uncanny ability to see the whole person in front of them, not just their performance, but who they are. That's a gift. But like every type, the very thing that makes the 4 great at feedback can also get in the way if left unchecked. We walk through three things to do and three things to avoid when giving feedback as a Type 4, including a specific phrase you can use to open the conversation in a way that's both honest and caring. 3 Things to DO as a Type 4 When Giving Feedback Lead with genuine connection. You naturally create emotional safety. Let the other person feel seen before you get into the substance of the feedback. Back up your observations with specifics. "I noticed in the last three meetings, you seemed disengaged" lands differently than "something feels off with your energy lately." You're still using your intuition, just anchoring it in something observable and actionable.Trust that honesty is kindness. Clear is kind. You may want to protect people from discomfort, but holding back the feedback they need isn't protecting them; it's withholding. You'll deliver it with care. Trust that.3 Things to AVOID as a Type 4 When Giving Feedback Letting the emotional temperature of the room decide what gets said. If the other person seems fragile or it "doesn't feel like the right moment," the conversation can keep getting pushed. Check in with yourself — it might actually be exactly the right time.Framing everything through feelings language alone. "My sense is..." and "it felt like..." are valid, but they need to be paired with observable specifics. Without them, the feedback can be too easy to dismiss.Making it about your emotional experience rather than theirs. It's a subtle shift, but an important one. Ask yourself: whose feelings are being centered here?A Phrase to Try "I want to share something with you because I think you're capable of more , and I care too much about you and your success to stay quiet about it." Make it yours. But that spirit of "I see more in you than what's happening right now" is very much in the Type 4 wheelhouse, and it's a powerful way to open a hard conversation. Resources + Next Steps 1) Have something to add? Are you a Type 4 who wants to push back on something or share what's worked for you? Or do you work with a Type 4 and want to share what you appreciate about the way they give feedback? We'd love to hear from you at enneagrammba.com/contact. 2) If you want to keep exploring how to lead and communicate better by type, grab the Enneagram Manager's Prompt Pack. It's a practical, downloadable guide organized by real workplace situations so you always know what to say and how to say it. Find it here. Enneagram MBA is a team training and leadership development company based in the Louisville metro area. We help organizations build self-aware, high-performing teams using insights from the Enneagram.  Have a request for a future episode? Drop a text here!  🗓️ Book a Guided Enneagram Workshop for your team retreat at work: https://www.enneagrammba.com/enneagram-team-workshops ✏️ Get an overview of all nine types inside the Understanding People at Work Cheat Sheet https://www.enneagrammba.com/cheatsheet

    12 min
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About

Welcome to Enneagram at Work, your Saturday leadership download. We're bringing you insights for your weekend so you're ready for Monday. This is a podcast about understanding people at work and navigating professional relationships. We spend so much of our time at work, why not make it more enjoyable by working on creating more enjoyable relationships with our teammates?  Listen in each week to gain self-awareness, relationship management, leadership development, personal growth insights, and real-life application ideas through the lens of the Enneagram inside educational episodes and interview conversations. Learn about bringing the Enneagram to your organization or group and view the current workshop menu at: enneagrammba.com 

Information

  • Creator
    Enneagram MBA
  • Years Active
    2021 - 2026
  • Episodes
    226
  • Rating
    Clean
  • Copyright
    © 2026 Enneagram at Work
  • Show Website
    Enneagram at Work

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