The Enneagram at Work by Jim McPartlin with Anna Akbari Summary

The Enneagram at Work by Jim McPartlin and Anna Akbari explores how the Enneagram personality system enhances workplace dynamics. It provides actionable strategies for improving self-awareness, leadership, team collaboration, and organizational culture by understanding nine distinct personality types. The book bridges ancient psychological frameworks with modern corporate challenges, offering tools to navigate stress, resolve conflicts, and amplify strengths.

This book is ideal for leaders aiming to build cohesive teams, professionals seeking personal growth, and organizations fostering inclusive cultures. Human resources teams, managers navigating workplace conflicts, and individuals interested in leveraging emotional intelligence for career advancement will find its insights transformative.

Yes—the book combines academic rigor with practical applications, making it valuable for personal and professional development. Readers gain tools to decode motivation patterns, improve communication, and create psychologically safe workplaces. Corporate adopters like Chanel and Best Buy highlight its real-world efficacy.

The Enneagram helps leaders identify their core motivations, blind spots, and stress responses. By understanding their type (e.g., Performer, Observer, or Romantic), leaders can adapt communication styles, delegate effectively, and inspire teams. The authors emphasize integrating head, heart, and gut intelligence to make balanced decisions.

The book details nine types: Perfectionist (1), Giver (2), Performer (3), Romantic (4), Observer (5), Loyalist (6), Enthusiast (7), Challenger (8), and Peacemaker (9). Each type has unique drivers—for example, Type 3 thrives on achievement, while Type 6 prioritizes security. Recognizing these patterns improves conflict resolution and collaboration.

It teaches leaders to align tasks with team members’ intrinsic motivators. For example, assigning detail-oriented projects to Type 1s (Perfectionists) or creative brainstorming to Type 7s (Enthusiasts). The authors stress trust-building and adapting feedback styles to each type’s needs, fostering psychological safety.

Yes. The book outlines type-specific stress triggers and coping strategies. For instance, Type 2s (Givers) may overextend themselves and need boundary-setting techniques, while Type 5s (Observers) benefit from structured social interactions. Stress management is framed as a path to sustainable productivity.

Unlike theoretical guides, The Enneagram at Work focuses on pragmatic workplace applications. It includes case studies from hospitality and corporate sectors, mentorship strategies, and templates for conflict resolution. Co-author Jim McPartlin’s 20 years of industry experience add real-world credibility.

It introduces the “Three Centers of Intelligence” (Head, Heart, Gut) for decision-making alignment and strategies to “stretch, release, and inspire” teams. Organizations learn to audit culture through an Enneagram lens, targeting areas like recognition (e.g., public praise for Type 3s) and autonomy (e.g., independence for Type 8s).

The book advises tailoring communication to Enneagram types—for example, concise data for Type 5s (Observers) and empathetic check-ins for Type 4s (Romantics). Remote teams can use type-aware agendas to balance participation, ensuring introverted types (like Type 5) and assertive types (like Type 8) contribute equitably.

Self-awareness is the cornerstone—readers learn to identify their type’s “higher expression” (e.g., Type 1 shifting from critical to principled) and “shadow behaviors” (e.g., Type 8 becoming domineering under stress). Exercises like “Triumphant Failure” reframe mistakes as growth opportunities.

As workplaces prioritize emotional intelligence and DEI initiatives, the Enneagram offers a timeless yet adaptable tool for understanding diversity. Its integration into leadership training and AI-augmented HR tools (e.g., personalized engagement algorithms) underscores its modern relevance.