Enneagram at Work

Enneagram MBA
  • 5.0 (20)
  • Management
  • Weekly

New episodes most Mondays, Wednesdays, and Fridays.  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. 1d ago

    259. How to Use the Enneagram in Performance Reviews

    Performance reviews are supposed to help people grow. But even accurate feedback can miss the mark if the person receiving it doesn’t fully understand what needs to change, why it matters, or what success looks like moving forward. In this episode, we explore how the Enneagram can help managers make performance conversations more intentional, without lowering expectations or excusing poor performance. The key takeaway here... Personalize the communication, not the accountability. In this episode, we cover: Why managers should start by examining their own feedback patternsThe difference between adjusting your delivery and changing the standardHow to think about what helps an employee actually hear feedbackWhy questions, silence, pushback, or quick agreement may not mean what you assumeHow the Enneagram can help managers approach reactions with more curiosityWays to make performance reviews more of a two-way conversationHow strengths can become liabilities when overusedWhy development is often less about eliminating a strength and more about using it more intentionallyWe also look at a few practical questions managers can ask before a performance review: What do I need this person to understand?What do I need them to do differently?What am I likely to overdo or avoid as the manager?What might help this person hear the message clearly?How will we know this conversation actually led to change?The Enneagram shouldn’t become a script for how to talk to someone. It can be a useful framework for becoming more aware of your own tendencies, considering how another person may receive the message, and making the conversation more clear, useful, and actionable. The goal of a performance review isn’t to make the conversation comfortable. It’s to make the feedback clear enough that the person can actually do something with it. Resources mentioned in the episode: Feedback Cheat Sheet (free resource) Manager Prompt Pack ($47 resource) ***** Want to bring this kind of conversation to your team? Enneagram MBA workshops help managers and teams build stronger communication, greater self-awareness, and a shared language for navigating feedback, conflict, collaboration, and everyday work. You can explore facilitated workshops and team-development experiences, or start with the free Enneagram Workshop Planning Kit to think through the right experience for your team. Have a request for a future episode? Drop a text here!

  2. 3d ago

    258. Type 7 Optimism at Work: The Upside - and Downside

    Type 7s can bring something teams genuinely need: energy, possibility, creativity, and the ability to see a way forward when everyone else is focused on what went wrong. That optimism can be a major workplace strength. But what happens when looking on the bright side becomes a way of moving past something that actually needs attention? In this episode, we explore the difference between healthy reframing and avoidance...and how Type 7s can keep the optimism without skipping over the harder parts of work. We cover: Why Type 7 optimism can be such a valuable team strengthThe difference between reframing a problem and bypassing itHow positivity can sometimes be experienced as dismissivenessWhat avoidance can look like after failure, during feedback, or in conflictWhy risk-focused coworkers may not simply be “being negative”The Type 7 tendency to keep options open and move toward what feels new or excitingHow new possibilities can sometimes distract from follow-throughWhat Type 7 leaders may need to remember when conversations stop being funWhy the growth opportunity isn’t becoming less optimistic, it’s increasing your capacity to stay present with what isn’t positive yetA few questions to consider: Am I finding a new perspective... or am I trying to escape an uncomfortable one? Does this situation need a solution yet, or does it need my attention first? Is this new option genuinely better...or is it simply newer? The goal isn’t for Type 7s to lose the possibility, enthusiasm, or hope they naturally bring, but rather to make that optimism even more powerful by being willing to face what’s difficult first, and then ask what else might be possible. ***** Want to bring these conversations to your team? Enneagram MBA workshops help teams better understand the patterns they bring into communication, decision-making, conflict, collaboration, and everyday work. You can explore facilitated workshops and team-development experiences, or use the free Enneagram Workshop Planning Kit to start thinking through the right experience for your team. Have a request for a future episode? Drop a text here!

  3. 6d ago

    257. The Workplace Habits That Haunt Each Enneagram Type

    We all have workplace habits that seem to follow us around, especially when we’re stressed, under pressure, or moving too fast to notice our own patterns. In this Halloween-themed episode, we’re looking at one habit that can “haunt” each Enneagram type at work. The good news is that we’re doomed to repeat these patterns forever because awareness gives us a chance to catch them earlier and choose a different response. In this episode, we explore: Type 9: the opinion they never said out loudType 8: the moment they went in at a 10 when a 5 would have workedType 7: the commitment they keep trying to escapeType 6: the “what if?” scenario that keeps multiplyingType 5: the conversation they keep waiting to feel fully prepared forType 4: the feeling that something is missingType 3: the pressure to always be performingType 2: the resentment that can show up after overgivingType 1: the mistake they can’t stop noticingAlong the way, you'll also hear a practical reflection question for each type, including: Does this actually need to be fixed? Or is it simply not how I would have done it? Do I actually need more information? Or am I waiting to feel completely certain? Does this situation actually require all of my intensity? What do I think about this before I start considering what everyone else thinks? The intention of this episode is to help you notice your haunting habit a little sooner, before it starts running the meeting, the conversation, the deadline, or the relationship. Because the patterns that once haunted us don’t have to keep following us forever. Want to bring this kind of conversation to your team? Enneagram MBA workshops help teams better understand themselves, their coworkers, and the patterns that can create friction at work — while keeping the experience practical, positive, and useful. You can also explore the free Enneagram Workshop Planning Kit for sample agendas, planning ideas, and resources to help you design an Enneagram experience for your team. Have a request for a future episode? Drop a text here!

  4. Oct 28

    256. Using Your Instinctual Bias to Set Better Goals

    Goal setting often starts with what we think we need to fix. But what if a better approach was to first understand where your attention naturally goes, where you tend to experience friction, and what you may be overlooking altogether? In this episode, we use the Instinctual Biases from the Awareness to Action framework to look at goal setting from a different angle.   We explore the three Instinctual Biases: Preserving: attention to resources, comfort, maintenance, health, risk, and sustainabilityNavigating: attention to relationships, social dynamics, roles, hierarchy, and how people work togetherTransmitting: attention to impact, influence, visibility, meaningful work, and leaving a lasting impression Then we look at the three zones connected to each instinctual pattern: Zone of Enthusiasm: where your attention naturally goes and where you may already have strengths to leverageZone of Inner Conflict: where you may experience more friction, effort, or push-pull tensionZone of Indifference: where you may be less likely to focus your attention and where a blind spot may exist Instead of trying to completely reinvent yourself, consider setting three kinds of goals: One goal to leverage. What strength can you use more intentionally? One goal to stretch. What small behavior could help you grow in an area that feels less natural? One goal to notice. What might you be overlooking simply because it doesn’t naturally capture your attention?  The episode also walks through what this can look like for Preservers, Navigators, and Transmitters in the workplace - from risk assessment and process awareness, to organizational savvy and consensus building, to influence, visibility, and communicating a compelling vision.   We can use our Instinctual Bias to better understand what already comes naturally, where you may need a small stretch, and where increased awareness could strengthen the way you work, lead, and relate to others. Want to explore your Instinctual Bias? Enneagram MBA also incorporates the Instinctual Biases into full-day workshops, team-development programs, and follow-up experiences for teams that have already learned the nine Enneagram types.   And if you’re planning an Enneagram experience internally, check out the free Enneagram Workshop Planning Kit for sample agendas, room setup ideas, pre-workshop checklists, and tools for making the case to your leadership team. Resources Mentioned in the Episode: Article: Awareness to Action: Instinctual Bias Overview Free Quiz: Instinctual Bias + Type  Video: Instinctual Biases within an Organization Video: The Preserving Teammate Video: The Navigating Teammate Video: The Transmitting Teammate Have a request for a future episode? Drop a text here!

  5. Oct 26

    255. Type 8 at Work: Direct Doesn’t Always Mean Angry

    Type 8s can have a reputation for being intense, confrontational, or even angry, but that isn’t usually what’s happening. Often, what others experience as intensity may simply be directness, urgency, passion, confidence, or a willingness to say the thing everyone else is avoiding. In this episode, we look at what Type 8 energy can bring to the workplace, including: Courage and decisivenessA willingness to take charge when leadership is neededFierce protection of people they trustComfort addressing difficult issues directlyWhy challenging questions aren’t necessarily personalHow tone, pace, certainty, and intensity can sometimes overshadow the actual messageWhy indirect communication and “beating around the bush” can be especially frustrating for Type 8sThe difference between intention and impactHow coworkers can communicate more effectively with an Eight by being clear, concise, and honestFor Type 8s, no one is telling them to try and be less powerful. Instead, it's more about being intentional with the power they already have. A helpful question to consider: Does this situation actually require all of my intensity? Sometimes the answer will absolutely be yes. Other times, the same message may be more effective at a lower volume. The goal isn’t to become less direct, less confident, or less powerful; it’s to reflect on and recognize when your clarity is enough. Bring this conversation to your team These are the kinds of conversations we explore inside Enneagram MBA workshops, where teams learn more about the nine Enneagram types, their own patterns, and how coworkers may experience one another differently. Our workshops are designed to be practical, positive, and interactive — helping people better understand themselves and the people they work with without labeling or putting anyone in a box. And if you’re planning an Enneagram workshop internally, check out the free Enneagram Workshop Planning Kit for sample agendas, room setup ideas, pre- and post-workshop resources, planning checklists, and tools to help make the case internally. Have a request for a future episode? Drop a text here!

  6. Oct 23

    254. Beyond the Personality Test: Real Stories of the Enneagram at Work feat. Andy Bales

    Featuring Special Guest: Andy Bales | Enneagram Type 6 What does it actually look like when people use the Enneagram at work, not just during a workshop, but in everyday decisions, conversations, and leadership challenges? In this episode of Enneagram at Work, I'm joined by Andy Bales, a retired engineer, manager, and global supply chain leader who spent 35 years working for a Fortune 500 company. Along the way, Andy became an internal champion for the Enneagram, introducing it to coworkers, leaders, and teams across the organization. Andy shares several real-world stories of how understanding personality and motivation helped people navigate difficult relationships, influence leadership, build stronger partnerships, and recognize their own patterns before those patterns led to burnout. In this episode, you'll hear: How a mechanical engineer became an internal Enneagram champion at a Fortune 500 company.Why understanding someone's motivation can be more useful than simply observing their behavior.What it means to "speak to someone's listening" and how Andy adjusted his communication with Type 8 and Type 3 leaders.How understanding a command-and-control leader helped Andy build trust and become more influential.How a Type 3 executive used his Enneagram insights to develop his leadership approach and help build a strong organizational culture.How a Type 1 project manager turned a frustrating working relationship into a successful partnership.How a newly promoted Type 2 manager recognized her overgiving tendencies, established boundaries, and began asking for help.Why Andy encourages leaders to practice the Platinum Rule: Treat others the way they want to be treated.Why an Enneagram assessment is a starting point - not necessarily the final answer- when identifying your type.A few key takeaways... Understanding motivation changes the conversation. Two employees may behave similarly for entirely different reasons. The Enneagram helps us explore what might be driving those behaviors. You don't have to change someone's personality to improve a working relationship. Sometimes the better approach is to understand their perspective and adjust how you communicate and collaborate. Self-awareness should lead to action. Whether that means delegating more, setting boundaries, building trust, or approaching a challenging colleague differently, the value comes from what you do with the insight. About Andy Bales Andy Bales spent 35 years working in engineering, management, and global supply chain leadership at a Fortune 500 company. An Enneagram Type 6 with a Preserving Instinctual Bias, Andy has studied and applied the Enneagram since 2000, introducing the framework to colleagues and helping individuals better understand their types. His experience includes facilitating Enneagram training, mentoring employees, and helping leaders apply personality insights to real workplace situations. Connect with Andy: andybales019@gmail.com About Enneagram MBA Enneagram MBA helps teams and leaders build stronger working relationships through practical, engaging Enneagram-based training. Explore our workplace workshops, leadership development experiences, and team resources at enneagrammba.com. To get a typing session with Andy, learn more here: https://www.enneagrammba.com/enneagram-coaching Have a request for a future episode? Drop a text here!

  7. Oct 21

    253. Why We Question Things: What the Enneagram Reveals About Skepticism at Work

    Why do some coworkers question everything? And why can their questions sometimes feel like criticism, resistance, or a lack of trust? Inspired by a recent conversation between Adam Grant and Brené Brown about the Enneagram, we're exploring skepticism through a different lens. What if three people questioned the exact same idea, but for three completely different reasons? In this episode of Enneagram at Work, we're looking at how Enneagram Types 1, 5, and 6 might approach skepticism, what's potentially motivating their questions, and how understanding those differences can help us communicate and collaborate more effectively. We'll use a common workplace scenario (introducing a new process) to explore how questioning can be driven by a desire for improvement, a need for information, or a concern for trust and security. And while any Enneagram type can be skeptical, these three examples give us a useful starting point for getting curious about what's underneath someone's pushback. In this episode, we explore: Type 1: Questioning to improve: Why a coworker's attention to errors, inconsistencies, or standards can sound like criticism when their intention may be to make something better.Type 5: Questioning to understand: Why asking for more information, evidence, or processing time doesn't necessarily mean someone disagrees.Type 6: Questioning to establish trust: How anticipating risks, questioning assumptions, and wanting contingency plans can strengthen a team's decisions.Why we often mistake skepticism for negativity, resistance, or someone questioning our authority.What each of these coworkers might need before feeling ready to move forward.Three simple questions that can help you respond to skepticism with curiosity instead of defensiveness.Three questions to try with your team: What about this doesn't feel right yet?What additional information would be helpful?What concerns do you have that we haven't addressed?You don't have to know someone's Enneagram type to start asking better questions. The takeaway: Skepticism isn't always resistance. Sometimes it's someone noticing something important that the rest of the team has overlooked. The next time someone challenges an idea, try asking one question to better understand their concern before jumping in to defend your position. Mentioned in this episode Previous episode: Adam Grant Doesn't Believe in the Enneagram. Does He Have a Point? A closer look at Adam Grant's skepticism, the research behind the Enneagram, and its application in the workplace.Adam Grant and Brené Brown on The Curiosity ShopExplore Enneagram team workshops and retreatsGet help planning your own Enneagram workshopShare your thoughts or workplace experiencesBring the conversation to your team At Enneagram MBA, we help teams turn personality insights into practical conversations about communication, collaboration, and workplace relationships through facilitated workshops, leadership retreats, and team development programs. Learn more at Enneagram MBA. Have a request for a future episode? Drop a text here!

  8. Oct 19

    252. Adam Grant Doesn't Believe in the Enneagram. Does He Have a Point?

    Adam Grant, organizational psychologist, bestselling author, and longtime skeptic of the Enneagram, has agreed to take an Enneagram assessment. During a recent episode of The Curiosity Shop with Brené Brown, the two discussed revisiting the Enneagram on Adam's ReThinking podcast. And as someone who uses the Enneagram professionally, I couldn't resist digging into the conversation. Does Adam Grant have a point about the Enneagram? I think he does. But I also think there's more to the conversation. In this episode, we're looking at what the research actually says about the Enneagram, where some of the criticism is warranted, and why the way we teach and apply the framework matters. I'll also share a personal experience that changed how I teach the Enneagram, why I've moved away from certain traditional theories, and how I think we can approach personality frameworks with more curiosity and less certainty. In this episode, we explore: Why Adam Grant is skeptical of the Enneagram and other personality assessments.What a systematic review of 104 research samples found about the Enneagram's reliability and validity.How Dr. Daniel Siegel's more recent work explores nine personality patterns through interpersonal neurobiology.Why I question traditional Enneagram teachings like Centers of Intelligence, wings, and childhood origin stories.The experience that made me realize I was spending more time defending the model than understanding the person.What we're actually trying to accomplish when we bring the Enneagram into workplace relationships.Why scientific scrutiny and practical experience both deserve a place in the conversation.One of my biggest takeaways: The model should serve the person. The person shouldn't have to serve the model. Whether you're an Enneagram enthusiast, a skeptic, or someone considering bringing personality development into your workplace, I hope this episode encourages you to stay curious, question what you've been taught, and remain open to learning something new. And stay tuned for the next episode, where I'll revisit Adam Grant and explore why Enneagram Types 1, 5, and 6 might question the exact same thing for three very different reasons. The original conversation Adam Grant and Brené Brown on The Curiosity ShopResearch and books The Enneagram: A Systematic Review of the Literature and Directions for Future Research - Hook et al., Journal of Clinical Psychology (2021)Personality and Wholeness in Therapy: Integrating 9 Patterns of Developmental Pathways in Clinical Practice - Daniel J. Siegel and the PDP Group (2024)Awareness to Action - The Enneagram approach used at Enneagram MBABring the Enneagram to your workplace Explore facilitated team workshops, leadership retreats, and development programs at Enneagram MBA. Or explore our free Workshop Planning Kit, with sample agendas, room setup ideas, discussion questions, and resources to help you plan your own team experience. Have a different perspective? I'd love to hear it. Whether you agree with Adam's skepticism, have research to share, or have experienced the Enneagram differently, join the conversation at enneagrammba.com/contact. Have a request for a future episode? Drop a text here!

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About

New episodes most Mondays, Wednesdays, and Fridays.  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
    259
  • Rating
    Clean
  • Copyright
    © 2026 Enneagram at Work
  • Show Website
    Enneagram at Work

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