What is *The Enneagram at Work* about?

*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.

Who should read *The Enneagram at Work*?

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.

Is *The Enneagram at Work* worth reading?

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.

How does the Enneagram improve leadership skills?

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.

What are the nine Enneagram types in the workplace?

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.

How does *The Enneagram at Work* address team dynamics?

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.

Can the Enneagram help with workplace stress?

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.

How does this book differ from other Enneagram guides?

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.

Zusammenfassung von Enneagramm im Job

Die Entfesselung der Kraft der Persönlichkeitstypen, um zu führen und erfolgreich zu sein

Jim McPartlin with Anna Akbari

3.33(3 Reviews)

Überblick über die Zusammenfassung von Enneagramm im Job

Entschlüsseln Sie die Dynamik am Arbeitsplatz durch die neun Persönlichkeitstypen des Enneagramms. Entdecken Sie, warum Fortune-500-Führungskräfte auf dieses System schwören, um unaufhaltsame Teams aufzubauen. Welcher Persönlichkeitszug sabotiert Ihr Karrierewachstum? Dieser Leitfaden enthüllt die Antwort.

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Kapitel 1

Unlocking the Power of Personality in the Workplace

The Enneagram, an ancient personality system dating back 2,500 years, has quietly become corporate America's secret weapon. While personality assessments have long been workplace staples, the Enneagram stands apart in its remarkable ability to reveal not just how we behave, but why. From Disney to GEICO to Chanel, forward-thinking companies are embracing this nine-pointed geometric symbol as their leadership development tool of choice. What makes it so powerful? Unlike other systems that try to change you, the Enneagram's fundamental message is refreshingly affirming: "You are fine just as you are." It illuminates your natural patterns while providing a clear path toward expressing your type's higher qualities. Jim McPartlin, a hospitality industry veteran with nearly thirty years of experience working alongside industry giants, discovered the Enneagram's transformative potential early in his career. After a pivotal confrontation with senior team members at W San Francisco taught him that self-awareness-not natural ability-forms the foundation of effective leadership, he became a certified Enneagram teacher. Now, he shares how this ancient system became his essential tool for unlocking leadership potential in himself and countless others across industries ranging from construction companies to talent agencies. The Enneagram doesn't just help you understand yourself better; it revolutionizes how you relate to everyone around you.

Kapitel 2

The Enneagram: A Map of Nine Distinct Worldviews

The Enneagram identifies nine specific worldviews or personality types, each with its own core motivations, fears, and patterns of behavior. Unlike other personality systems that merely describe surface behaviors, the Enneagram reveals the underlying motivations that drive our actions. This deeper understanding makes it an invaluable tool for workplace dynamics. The system is visually represented as a nine-pointed star within a circle, with each point representing one of the nine types. These types are organized around three centers of intelligence: Body/Gut (Types 8, 9, 1), Heart/Emotion (Types 2, 3, 4), and Head/Mind (Types 5, 6, 7). While we all possess all three centers, most people naturally favor one or two over the others. Type 1 (Strict Perfectionist): Driven by what "should" be done, Type 1s hold themselves and others to high ethical standards. They excel at improving systems and noticing what needs correction. At their best, they're principled and fair; at their worst, they become critical and judgmental. Examples include Michelle Obama and Martha Stewart. Type 2 (Considerate Helper): Type 2s seek love by supporting others and making themselves indispensable. They're naturally attuned to others' needs but may neglect their own. At their best, they're genuinely caring and supportive; at their worst, they become manipulative through "helping." Examples include Jimmy Carter and Mother Teresa. Type 3 (Competitive Achiever): Focused on goals, status, and projecting a successful image, Type 3s are driven to achieve and be recognized. They're adaptable and efficient but may prioritize image over authenticity. At their best, they inspire others through genuine accomplishment; at their worst, they become deceptive about their achievements. Examples include Tom Cruise and Oprah Winfrey. Type 4 (Intense Creative): Type 4s value emotional depth, authenticity, and uniqueness. They're creative and insightful but may become envious of others or melodramatic. At their best, they create beauty and meaning; at their worst, they wallow in melancholy and self-absorption. Examples include Princess Diana and Steve Jobs. Type 5 (Quiet Specialist): Valuing knowledge and self-sufficiency, Type 5s seek to understand the world through observation and analysis. They're thoughtful and perceptive but may become detached and withholding. At their best, they offer profound insights; at their worst, they become isolated and nihilistic. Examples include Albert Einstein and Jacqueline Kennedy Onassis. Type 6 (Loyal Skeptic): Type 6s are vigilant about potential dangers, questioning authority while seeking security. They're loyal and prepared but may become anxious and suspicious. At their best, they're courageous and supportive; at their worst, they become paralyzed by doubt or reactive against perceived threats. Examples include Ellen DeGeneres and Richard Branson. Type 7 (Enthusiastic Visionary): Seeking variety and stimulation, Type 7s are optimistic and adventurous. They're versatile and forward-thinking but may avoid pain through constant distraction. At their best, they're joyful and productive; at their worst, they become scattered and escapist. Examples include George Clooney and Cate Blanchett. Type 8 (The Boss): Type 8s value control and power, protecting themselves and others through strength. They're direct and decisive but may become domineering and confrontational. At their best, they're magnanimous protectors; at their worst, they're intimidating and combative. Examples include Martin Luther King Jr. and Pink. Type 9 (Adaptive Peacemaker): Natural diplomats who see all sides, Type 9s seek harmony and avoid conflict. They're accepting and supportive but may become passive and neglect their own priorities. At their best, they're inclusive mediators; at their worst, they become stubborn through inaction. Examples include Ronald Reagan and Sandra Bullock. The Enneagram's complexity reflects human nuance-it doesn't box you in but reveals the box you've already put yourself in through patterns, then shows you how to access strengths beyond your type. Beyond your core type, you're influenced by your "wings" (types on either side of yours), "stretch" and "release" points that activate under stress or when flourishing, and three subtypes that reflect your instinctual drives.

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Kapitel 3

Cultivating Self-Awareness: The Foundation of Leadership

Self-awareness-the ability to identify your emotions and recognize that you control how to direct them-is perhaps the most underrated leadership quality. Today's diverse workforce and changing organizational dynamics have made understanding individual patterns and emotions as important as technical competency. Research consistently shows that self-aware people make better decisions, build stronger relationships, and become more effective leaders with more satisfied employees and profitable companies. The workplace has evolved dramatically since post-WWII when leadership followed military-style hierarchies. Bill Kimpton recognized this when entering the hotel industry in the late 1970s, aiming to create a culture different from Wall Street by emphasizing self-awareness. For Jim McPartlin, identifying as a Type 6 Loyal Skeptic through Helen Palmer's course provided a profound awakening that helped him understand his pattern of anxiety, irrational fears, and the "winning formula" that had shaped his behavior throughout life. Like artist George Rodrigue's Blue Dog and Red Dog series representing good and bad versions of his pet, everyone has moments of higher expression (being their best self) and lower expression (being their bad self) of their Enneagram type. For instance, a Type 1 executive reviewing a Type 4's work might either constructively question while showing appreciation (higher expression) or focus solely on flaws with disappointment (lower expression). The goal isn't eliminating lower expressions but developing self-awareness through self-acceptance-acknowledging where you are while committing to growth. This principle is illustrated by Adam Moiles, a Type 3 (Competitive Achiever) with a "Get it done" motto. After being encouraged to lean into his commitment strength during military pilot training, Adam succeeded and now leads his squadron. As a new father, he initially focused on future activities with his son rather than simply "being" present-a typical Type 3 challenge. His journey shows how self-awareness helps overcome blind spots that resurface with new life experiences. Even as a highly self-aware person, Adam's experience demonstrates that vigilance, not perfection, is the antidote to our habitual patterns. The path to self-awareness begins with something surprisingly simple: conscious breathing. This seemingly basic practice connects you to your body and clears your mind for self-aware leadership. By mindfully observing your breath, thoughts, and emotions without judgment, you create a foundation for balanced decision-making that integrates all three centers of intelligence.

Kapitel 4

Getting Your Hands Dirty: The Essence of True Leadership

In 1987 at Walt Disney Company, McPartlin learned a crucial leadership lesson from Maxcine Bell, the executive housekeeper who rose from housekeeper to management. When he proudly mentioned his hotel degree and time-and-motion studies experience, she had him clean fifteen rooms daily for a month, followed by cleaning pool area bathrooms in July's Florida heat. This experience shaped his entire career-at every hotel he's managed since, he began each day with the housekeeping staff, recognizing that this least glamorous department is actually hospitality's backbone. This hands-on approach illustrates the fundamental difference between managing and leading. While managing encompasses daily responsibilities and tasks, leading means imparting a bigger vision to your team. Each Enneagram type has patterns that serve them in management, but leadership requires core activation-being aware of these patterns and making mindful choices. Through his thirty-plus years of experience, McPartlin developed five Enneagram-fueled leadership principles: 1. Know thyself - Understand both your positive attributes and blind spots. Ask others how they perceive you and use the Enneagram to identify patterns without judgment. 2. Be curious - Approach each day with openness to learn something new. The Enneagram reveals diverse perspectives among the nine types, helping you discover your own potential and understand others better. 3. Honor your commitments - Do what you say you're going to do. This builds trust and credibility. Each type has different challenges with commitment, but all can reach higher expressions of reliability. 4. Choose your team carefully - Build a diverse team that complements your strengths. Ask interview questions that reveal a candidate's true nature, not just their type-specific strengths. 5. Pay attention - Practice being fully present with people and tasks. Like working out, focusing your attention becomes easier with practice and yields tremendous benefits in productivity and respect. Jonathan Tisch, despite coming from one of New York's most prominent families, exemplifies this leadership approach by never shying away from getting his hands dirty. After working at his family's Times Square hotel during high school and college, he eventually became CEO of Loews Hotels & Co. What distinguished Jonathan was how he treated his employees with dignity and respect, always addressing them by name and inquiring about their families. The company's annual "Employee of the Year" celebration brings honored staff and their families to a resort for an all-expenses-paid VIP experience, where Jonathan personally meets and thanks each honoree. True leadership requires understanding the jobs your team members perform regularly. When you demonstrate that you are equal parts workhorse and show pony, you build empathy for your team members while earning their respect. This creates a culture of mutual awareness and trust-the critical foundation for all work you'll do together.

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Kapitel 5

Think, Feel, and Take Action: Integrating the Three Centers of Intelligence

Humans possess three intelligence centers: the Head Brain (logic), Heart Brain (emotions), and Gut Brain (action). Our Head Brain contains 86 billion neurons for reasoning and analysis. The Heart Brain, with 40,000 neurons, manages emotions and connectivity. The Gut Brain, with over 500 million neurons, governs instinct and action-producing 70% of our serotonin. While we typically favor one or two centers, growth comes from integrating all three. Without the Heart Brain, we appear aloof. Without the Gut Brain, we overlook risks. Without the Head Brain, we miss considering all options. Each Enneagram type naturally gravitates toward one center, but optimal functioning requires achieving a balanced flow state between thinking, feeling, and acting. This integration was tested when McPartlin faced the ultimate pressure meeting Anna Wintour during Fashion Week preparations at the Gramercy Park Hotel. Instead of succumbing to his Type 6 anxiety patterns, he paused, grounded himself, and managed a composed interaction. This experience taught him that integration of our thinking, feeling, and action centers leads to more conscious leadership responses. Each Enneagram type has a primary intelligence center: Type 1 (Strict Perfectionist): Gut-based with an innate sense of correctness, bringing structure to disorder. Type 2 (Considerate Helper): Heart-centered, easily sensing others' emotional reactions. Type 3 (Competitive Achiever): Though in the heart triad, often suppresses feelings to balance logic and action. Type 4 (Intense Creative): Emotional center, exploring feelings through self-reflection and expression. Type 5 (Quiet Specialist): The most logical type, prioritizing facts before action. Type 6 (Loyal Skeptic): Often suppresses rational thinking, leaning into emotion and action. Type 7 (Enthusiastic Visionary): Quick-connecting logical thinkers providing momentum toward goals. Type 8 (The Boss): Gut-based, grounded, with a disciplined approach and truth-speaking confidence. Type 9 (Adaptive Peacemaker): Considers logic and emotion before action, building harmony. The imbalance of these centers was illustrated when Tim, a Type 3 (Competitive Achiever) VP of Sales, and Janice, his Type 1 (Strict Perfectionist) assistant, clashed over event planning. Tim prioritized action (Gut Brain) to check items off his list with minimal emotional intelligence. Janice led with emotion (Heart Brain), feeling strongly about correctness but lacking action. By recognizing their complementary strengths-Tim's goal achievement and Janice's attention to detail-they found balance. A powerful technique for accessing all three intelligence centers in challenging moments is "The Pause." This involves briefly stopping, checking all three centers (placing fingers on temples for thought, hand on heart for feelings, hand on gut for action), identifying which center dominates and which is least expressed, taking a cleansing breath, and deliberately engaging the underutilized center. This simple practice builds self-awareness and balanced responses. Julia Child exemplified balanced intelligence centers. Meeting her at 90, McPartlin witnessed her physical presence (six feet two inches tall, firm handshake), her intellectual curiosity (she began cooking at 40 after working as a secret researcher for the OSS during WWII), and her emotional openness (her first fine meal in Paris "opened her soul and spirit"). This integration likely explains why she was universally respected and beloved, demonstrating what a life well-lived looks like through balanced intelligence.

Kapitel 6

Self-Aware Feedback: The Art of Effective Communication

When giving feedback, connecting with your core is crucial, especially as a leader. Without self-awareness, your patterns run on autopilot, potentially leading to unproductive reactions rather than intentional responses. Only about 20% of people (typically Types 3 and 8) feel comfortable giving feedback, while most anticipate negative outcomes. Yet feedback is an essential leadership responsibility that requires comfort with your authority. After identifying your patterns, blind spots, challenges, and strengths, you can effectively communicate feedback using this four-step model: 1. Observe - State a rational, factual observation about behavior without emotion or judgment. 2. Interpret - Give the benefit of the doubt when explaining possible reasons for the behavior. 3. Feel - Express honestly how you feel about the situation while being sensitive to the other person's potential reactions. 4. Need - Clearly state what you need from the conversation, connecting back to your original observation. Each Enneagram type faces unique challenges when giving and receiving feedback. For instance, a Type 8 (The Boss) might overrun a conversation, while a Type 2 (Considerate Helper) might become emotional when criticized, missing the intended message. Understanding your patterns and those of others helps you prepare appropriate responses. Mim Flynn, McPartlin's supervisor at Disney, delivered transformative feedback early in his career. After exhibiting poor behavior as a disgruntled recent graduate working at Fantasyland Food, McPartlin was summoned for what he mistakenly thought would be a chance to impress her. Instead, Mim directly confronted him: "I had heard such great things about you... that is why I have a hard time understanding why you are currently such an egregious disappointment." She clearly outlined his problematic behavior and the imminent termination he faced unless he changed course. As a Type 8, Mim demonstrated remarkable self-awareness by delivering direct, factual feedback without being unnecessarily harsh or susceptible to charm. This balanced approach-neither mean nor particularly nice-had a lasting impact that McPartlin still remembers thirty-plus years later. Jon Hamm's brief encounter with McPartlin revealed the essence of Type 8 communication. When Hamm needed assistance at a Hollywood event, his approach was direct and authoritative-first requesting bathroom directions, then clearly stating "I need to get out of here. Now." This exemplifies how Type 8s communicate: with clarity, confidence, and without unnecessary cushioning. While sometimes perceived as arrogant, Type 8s simply value direct truth-telling and expect the same in return. We could all learn from this approach-speaking our needs clearly rather than using tactful language that doesn't address the core issue.

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Kapitel 7

Triumphant Failure: Transforming Setbacks into Growth

Being fired as a hotel general manager became a transformative moment for McPartlin. Despite being his worst fear as a Type 6 (Loyal Skeptic), when it actually happened, he responded with unexpected calm. After processing the shock with his partner over a chocolate milkshake, he packed his belongings, said goodbye to his office, and stepped forward into his future-literally walking away while listening to "Go the Distance" from Disney's Hercules. This failure ultimately redirected his life path toward his true calling as an Enneagram trainer, something he had been encouraged to pursue twenty years earlier but had resisted in favor of the familiar and "safe." Self-awareness can transform failure into opportunity. When McPartlin lost his job, he processed it through his three centers of intelligence: his Head Center recognized he was financially stable, his Heart Center felt the support of loved ones despite embarrassment, and his Gut Center acknowledged he'd been in the wrong career path. As a Type 6, he had stayed in an unfulfilling job because it felt safe, requiring a "significant emotional experience" to break free. Each Enneagram type has a distinct focus of attention that defines what constitutes failure for them: Type 1s fear being wrong or unethical and punish themselves with harsh self-criticism. Type 2s experience failure as being unwanted or unneeded. Type 3s particularly recoil from failure as their identity is built around success and admiration. Type 4s see failure as not being authentic or special enough. Type 5s fear appearing incompetent or unintelligent. Type 6s fixate on security and may react to failure with "I knew this would happen!" Type 7s quickly reframe failures as new opportunities, sometimes avoiding dealing with the actual issue. Type 8s have a "never say die" mentality and refuse to accept failure, stemming from their need for independence and protection. Type 9s may shut down or become immobile when facing failure, as they seek harmony and contentment. After being fired, McPartlin used the Enneagram to break free from his own Type 6 patterns by consciously "borrowing" strengths from other types. By minimizing his default Type 6 patterns and tapping into the strengths of all nine types, he was able to not only bounce back from his defeat but reorient his entire life course. Losing his job led him to start his Enneagram-centered consulting practice, and later to a dream job at Forbes Travel Guide traveling the world to train luxury hotels. Niki Leondakis, a fellow Type 6 with one-to-one subtype, exemplifies perseverance through tremendous adversity. After losing her husband Bob, having her Northern California home burn down in wildfires, and taking a CEO job that didn't align with her leadership values, she still moved forward fearlessly. When asked how she didn't fall apart, she simply replied, "You just have to keep hitting life as it comes." As a higher-expressed Type 6, she meets fears and challenges head-on with remarkable perseverance, while maintaining a sweet vulnerability with those in her trusted circle.

Kapitel 8

Stretch, Release, Inspire: Accessing Your Higher Potential

The Enneagram provides crucial guidance through life's stormy moments, helping us tap into core strengths when inspiration is most needed. Every Enneagram type has unique qualities that can inspire greatness in yourself and others. Beyond borrowing traits from other types, we can access our "stretch and release points"-the lines connecting each type to two others on the Enneagram diagram. Your stretch point (where you move in stress) offers growth challenges perfectly suited to your development, while your release point represents where you feel most secure. When consciously activated, both directions offer incredible growth opportunities. For example, Type 4s (Intense Creative) can grow by moving toward their stretch point (Type 2) to focus on others' needs rather than their own desires, and toward their release point (Type 1) to practice self-discipline through structure. McPartlin once managed Adrian, a brilliant but challenging Type 4 sales director who needed development in both these areas. By guiding her toward both points without explicitly naming them, she transformed her performance while still feeling understood. In January 2010, while launching the W Hollywood hotel, McPartlin addressed 300 new hires-90% aspiring actors-with honesty about their situation: "For most of you, this is not your dream job, but I challenge you to be present and strive for excellence while you're here." By acknowledging reality rather than pretending these were career hospitality workers, he created authentic connection. This "ditching the counterfeit" approach resonated deeply, even bringing some to tears. After leaving Disney with strong guest experience skills but limited financial acumen, McPartlin found himself as a Holiday Inn general manager faking his way through financial matters. When Mark Mathews, a Type 8 "badass" with an encyclopedic mind for numbers, became his assistant GM, their relationship transformed through vulnerability. During budget season, Mark confronted him: "You have no idea how to do any of this, do you?" Dropping his facade, McPartlin admitted he didn't. Instead of sarcasm, Mark responded softly, "Well, it's about time," and patiently taught him financial concepts without judgment. This vulnerability created one of his greatest career partnerships and a thirty-year friendship. In retrospect, Mark moved naturally to his Type 2 release point, finding satisfaction in helping once McPartlin risked letting him. McPartlin learned to access his Type 9 release point to remain calm during financial tasks, then shift to his Type 3 stretch point to complete them confidently. This experience taught him that everyone on your team can teach you something, and sometimes being authentic rather than counterfeit is the most inspiring leadership action.

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Kapitel 9

Mentorship: Wings That Help You Soar

Mentorship is a lost art in our career-focused world, where we often climb the ladder without extending a hand to others, leaving new managers in "sink or swim" situations. This contributes to organizational disloyalty, with most people changing jobs every five years. True mentorship isn't one-directional or based solely on titles-it's mutual selection based on trust, respect, and complementary personality traits. As a mentor, McPartlin learned that sometimes tough love is necessary, as when his Type 6 boss Tom LaTour corrected his unprofessional behavior at a company meeting. Over two years, Tom taught him a more thoughtful approach to leadership. Mentoring requires sharing expertise while listening with humility, using your own struggles as teaching moments. The Enneagram provides an invaluable framework for these relationships, helping both parties understand each other's communication styles and needs. Your wings-the two Enneagram types adjacent to your core type-provide additional dimensions to your personality and can serve as excellent self-mentoring tools. While some people lean heavily toward one wing, others utilize both or show minimal wing influence. Wings offer balance and motivation for growth, often in complementary ways to your core type. For example, as a Type 6, McPartlin naturally accesses his Type 7 wing's playfulness and optimism when feeling good, but his greatest growth comes from the more difficult work of embracing his Type 5 wing's containment of energy. By viewing your wings as distinct entities with valuable lessons to offer, you can schedule regular time for self-reflection and growth. With practice, you'll learn to access your "wing mentor" instinctively during challenging situations. Magnus, a Type 2 (Considerate Helper) with a strong Type 3 wing, exemplifies how the Enneagram can facilitate mentoring relationships. Despite personal hardships including his wife leaving him, Magnus maintains focus on others' needs while neglecting his own-typical Type 2 behavior. Through mentoring sessions, he's learning to access his wings: his Type 1 wing for setting standards and his Type 3 wing for articulating his own needs. The case demonstrates how understanding Enneagram patterns creates deeper mentoring connections, helping mentees recognize their patterns without judgment.

Kapitel 10

No One Leads Alone: The Power of Collaboration

Collaboration through mutual understanding forms the heart of effective leadership. Once you grasp your pattern expression and those of colleagues, you can leverage the Enneagram to bring out everyone's best qualities. McPartlin recounts forming the W Hollywood executive team in 2009 after years of professional upheaval, deliberately using the Enneagram as a foundational tool to build a team committed to growth and self-awareness. His diverse team included three Type 7s, a Type 2, a Type 1, and another Type 6 like himself-each bringing complementary strengths. Each Enneagram type expresses through three driving instincts or subtypes: self-preservation (focused on security), social (focused on group belonging), and one-to-one (focused on intimate connection). While everyone can access all three, individuals naturally lean toward one primary subtype. Understanding subtypes explains why people of the same Enneagram type can appear so different and provides deeper insight for effective collaboration across all twenty-seven type-subtype combinations. Each Enneagram type brings unique gifts to collaboration: Type 1s (Strict Perfectionist) bring ethics, preparation, and attentiveness, valuing fairness and discipline in workflow. Type 2s (Considerate Helper) function as the conscience of the team, bringing warmth and caretaking to group dynamics. Type 3s (Competitive Achiever) serve as the spark plug for teams with their natural love for goals and professional delivery. Type 4s (Intense Creative) bring imagination and passion, excelling when expressing creativity aligned with company mission. Type 5s (Quiet Specialist) require calm, logical approaches, excelling at strategic planning and change management. Type 6s (Loyal Skeptic) bring dedication and loyalty, enjoying the security of group dynamics. Type 7s (Enthusiastic Visionary) bring infectious optimism that enlivens teams and makes collaboration easy. Type 8s (The Boss) provide the muscle of the team with natural leadership that others gravitate toward. Type 9s (Adaptive Peacemaker) excel as mediators, adept at collaboration and team dynamics. Richard Walker, an archetypal Type 7 (Enthusiastic Visionary), demonstrates how collaboration comes naturally to his upbeat, curious personality. His leadership journey from law school to hotel development to construction company president showcases his ability to see possibilities for himself and others. As a self-preservation subtype 7, Richard excels at building networks of trusted people who generate excitement for his ideas. His collaboration with McPartlin (a self-preservation subtype 6 "warmth") illustrates complementary dynamics-Richard's enthusiasm balanced by McPartlin's cautiousness. The best leaders recognize that not everyone thinks like them and consider it worthwhile to understand others' perspectives. To strengthen your collaborative abilities, embrace types different from your own, adopt a child's mindset of not knowing, and study naturally inquisitive people. Find opportunities to collaborate with people of different Enneagram types to understand how they operate.

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Kapitel 11

Finding Your Voice: Overcoming Fear Through Self-Awareness

Public speaking ranks as our greatest collective fear, yet all personality types can excel at it-whether addressing large crowds, leading boardroom presentations, or running team meetings. Connecting with people emotionally is more important than content alone, as audiences respond to authentic communication more than information. McPartlin shares his journey as a Type 6 (Loyal Skeptic) who loved singing but feared solo performance. His pattern of seeking safety in groups (like choruses) rather than standing out individually reflected his core Type 6 fear. Only decades later did he finally overcome this fear during a company karaoke night, experiencing the joy of expressing his true self. Each Enneagram type has unique challenges and strengths when it comes to public speaking: Type 1s (Strict Perfectionist) fear feeling imperfect and prepare meticulously down to the smallest detail. Their growth path involves embracing tools that work for them, such as practice, while incorporating more playfulness. Type 2s (Considerate Helper) fear rejection and excel at connecting with audiences emotionally and supportively. Their growth involves claiming their power by speaking authoritatively while leveraging their natural gift for emotional connection. Type 3s (Competitive Achiever) fear being perceived as worthless and channel tremendous energy into goal attainment and recognition. Their growth involves displaying authentic humanity rather than just polished performance. Type 4s (Intense Creative) fear being perceived as unremarkable and bring emotional presence and flair to presentations. Their growth comes through shifting from jealousy to appreciation of others. Type 5s (Quiet Specialist) fear appearing incompetent and prefer ceding the spotlight. Their growth involves lightening up and enjoying the spotlight occasionally. Type 6s (Loyal Skeptic) fear being unprepared and meticulously plan ahead, imagining all possible problems. Their growth involves moving from the emotional brain to the logical one, maintaining preparedness while envisioning positive outcomes. Type 7s (Enthusiastic Visionary) fear restriction and are often naturally gifted speakers who inspire audiences. Their growth involves tempering their natural gifts by staying present in the moment and knowing when to exercise self-restraint. Type 8s (The Boss) fear vulnerability and naturally take control in meetings or with larger audiences. Their growth path involves allowing themselves to be more intimate in group situations by incorporating personal stories of growth or failure. Type 9s (Adaptive Peacemaker) fear conflict and excel at leading meetings and mediating discourse. Their growth involves practicing moving toward conflict through informed debate. Geoff Ballotti, likely a Type 3 (Competitive Achiever), demonstrated exceptional leadership during a Starwood Hotels annual sales meeting. Rather than showcasing achievements, he shared a deeply personal story about being rejected when first proposing to his wife. This moment of vulnerability captivated the audience completely, creating a profound connection that remained memorable years later. The Enneagram's enduring value lies in its ability to elevate leadership abilities and foster personal growth. While our patterns may be hardwired, awareness allows evolution toward greater consciousness and functionality. The key isn't eliminating patterns but recognizing when they arise without self-judgment. Growth takes time and requires stepping outside comfort zones, but using the Enneagram to understand personal triggers enables operating at one's highest potential, embracing both strengths and flaws. Anyone can be put in charge, but exceptional leaders use their position as an opportunity for continuous development through self-awareness.

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Kernthemen der Zusammenfassung von Enneagramm im Job

personality type dynamics
workplace emotional intelligence
self-awareness in leadership
team communication styles
behavioral motivation analysis

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The Enneagram doesn't just help you understand yourself better; it revolutionizes how you relate to everyone around you.

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Jim McPartlinAuthor and hospitality industry veteran
Anna AkbariCo-author of the book

Über den Autor

Jim McPartlin, Co-Autor von The Enneagram at Work: Unlocking the Power of Type to Lead and Succeed, ist ein erfahrener Berater für Führungskräfte und Enneagramm-Coach mit über drei Jahrzehnten Erfahrung in der Luxushotellerie, der Marken wie Chanel und American Express berät.

Seine Mitstreiterin, Dr. Anna Akbari, ist Soziologin, Kulturanalystin und Autorin für Medien wie The New York Times und TED. Sie ist bekannt dafür, akademische Strenge mit praktischen Erkenntnissen über menschliches Verhalten zu verbinden.

Gemeinsam vereinen sie McPartlins Unternehmensexpertise mit Akbaris forschungsorientiertem Ansatz, um diesen Management- und Führungsleitfaden zu erstellen, der die neun Persönlichkeitstypen des Enneagramms anwendet, um die Dynamik am Arbeitsplatz, die emotionale Intelligenz und die Teamleistung zu verbessern.

Akbaris frühere Werke, wie Startup Your Life, untersuchen ähnliche Themen wie Selbstwahrnehmung und Produktivität. Das Buch wurde von Branchenführern wie Jonathan Tisch, dem CEO von Loews Hotels, empfohlen und integriert praxisnahe Instrumente, die von Fortune-500-Unternehmen eingesetzt werden, um die Unternehmenskultur zu transformieren.

Zusammenfassung von Enneagramm im Job herunterladen

Erhalten Sie die Enneagramm im Job-Zusammenfassung als kostenloses PDF oder EPUB. Drucken Sie es aus oder lesen Sie es jederzeit offline.

Nutzern gefiel auch

Buchcover von The Wisdom of the Enneagram

Book Summary: The Wisdom of the Enneagram

Wisdom of the Enneagram by Riso & Hudson (Deep Book ...

6 sources

The Wisdom of the Enneagram

The 6 Types of Working Genius

Patrick Lencioni

Wellbeing at Work

Jim Clifton & Jim Harter

Teams That Work

Tannenbaum, Scott I. & Salas, Eduardo'

Put Happiness to Work

Eric Karpinski

Anxiety at Work

Adrian Gostick

The Power of Full Engagement

Jim Loehr & Tony Schwartz

Business chemistry

Kim Christfort and Suzanne Vickberg

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Am meisten schätze ich, wie sehr es mein Scrollen reduziert hat – ich verbringe weniger Zeit mit Suchen und mehr Zeit damit, Wissen aufzunehmen. Die Kombination aus kompletten Hörbüchern, Podcasts und den Lernplänen ist brillant.

@colonyofcreatorsNGO

Ich bin seit 24 Jahren PhotoReading-Trainer für beschleunigtes Lernen… Bücher, Lesen und Lernen sind mein Ding, und BeFreed liefert einen innovativen Ansatz, Wissen leicht konsumierbar aufzubereiten und zu vermitteln — wirklich gut gemacht.

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@BeFreed user

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