The Enneagram personality system is like a multi-functional Swiss army knife, able to help you solve a number of self-development challenges wherever you are at in your journey. I often equate learning the Enneagram to being like Alice in Wonderland. But instead of falling down one hole, I’m falling down many different holes simultaneously. And despite intense study over these last 2 years, I am yet to reach the bottom of any of them.
Sometimes work feels harder than it needs to be. It’s easy to overlook little annoyances at first. But over time they pile up, becoming a problem that is much harder to ignore. Sometimes, our irritation makes it hard to remain calm and focused at work. That’s when we need to make a call: either learn to let them go or acknowledge the organization’s culture may not be the right fit for us.
And letting go of our core beliefs about how the world should be can be hard!
When it comes to managing your staff, it helps to see beyond their external behaviors and reactions to your management style. Knowing your team’s Enneagram types puts these behaviors into context, helping you recognize the deeper drivers at play and to have compassion for them. Then you can start to adapt your management style for each type.
Below are some suggestions to help you manage each of the different types. But, based on your own Enneagram type, some of these will be easier to apply than others.
Have you ever been in a situation where you couldn’t communicate with your colleagues?
Whether it was due to poor management, internal conflict or even a technical problem, chances are you had a really tough time getting your work done.
This blog post is part of our Truity at Work series for those who are new to people management. In these posts, we’re creating useful content for managers and teams alike, helping you to understand personality, improve communication, and navigate conflict and change with ease. For an overview of the series, start with our introductory post here.
Do you ever feel out of place at work or like you’re not good enough to be there?
This is known as imposter syndrome - a sense of extreme self-doubt that can make you feel like a failure or a fraud.
Dr. Valerie Young developed 5 imposter syndrome types to explain how people experience imposter syndrome differently. Each of these imposter syndrome types come with their own self-imposed barriers that can stop you from succeeding in the workplace.
But there are ways you can combat them.
This blog post is part of our Truity at Work series for those who are new to people management. In these posts, we’re creating useful content for managers and teams alike, helping you to understand personality, improve communication, and navigate conflict and change with ease. For an overview of the series, start with our introductory post here.
ENTJs are notoriously decisive, direct, individualistic and driven. That doesn’t change just because they’re working in teams.
An ENTJ will always naturally take the lead in a team setting, even if they’re not the ones technically in charge. They can’t help but put themselves at the front of the pack, and they’re most engaged when they have the power to direct their team and be a key decision-maker.
On the flip side, they’re not the best at deferring to other people. This is where ENTJs can quickly get frustrated.
This blog post is part of our Truity at Work series for those who are new to people management. In these posts, we’re creating useful content for managers and teams alike, helping you to understand personality, improve communication, and navigate conflict and change with ease. For an overview of the series, start with our introductory post here.
THE FINE PRINT:
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