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
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October 30, 202629 min
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 loud Type 8: the moment they went in at a 10 when a 5 would have worked Type 7: the commitment they keep trying to escape Type 6: the “what if?” scenario that keeps multiplying Type 5: the conversation they keep waiting to feel fully prepared for Type 4: the feeling that something is missing Type 3: the pressure to always be performing Type 2: the resentment that can show up after overgiving Type 1: the mistake they can’t stop noticing Along 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!
October 28, 202634 min
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 sustainability Navigating: attention to relationships, social dynamics, roles, hierarchy, and how people work together Transmitting: 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 leverage Zone of Inner Conflict: where you may experience more friction, effort, or push-pull tension Zone 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!
October 26, 202618 min
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 decisiveness A willingness to take charge when leadership is needed Fierce protection of people they trust Comfort addressing difficult issues directly Why challenging questions aren’t necessarily personal How tone, pace, certainty, and intensity can sometimes overshadow the actual message Why indirect communication and “beating around the bush” can be especially frustrating for Type 8s The difference between intention and impact How coworkers can communicate more effectively with an Eight by being clear, concise, and honest For 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!
October 23, 202647 min
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!
October 21, 202632 min
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 Shop Explore Enneagram team workshops and retreats Get help planning your own Enneagram workshop Share your thoughts or workplace experiences Bring 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!
October 19, 202633 min
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 Shop Research 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 MBA Bring 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!
October 16, 202635 min
251. Why Communication Breaks Down at Work (Even on Good Teams)
If you'd like to take what you hear today further, Enneagram MBA offers standalone workshops, retreat experiences, and team-development programs that can be customized around communication, collaboration, and working styles. If you’d rather lead the experience internally, the DIY Enneagram Workshop Kit includes a slide deck, facilitator guide, sample agendas, icebreakers, and tools to help you bring the conversation to your own team. ***** Better communication doesn’t always mean more communication. Teams already have more ways to stay connected than ever: email, messaging platforms, video calls, project-management tools, AI-generated summaries. But... none of those automatically mean people understand one another better. Sometimes the most useful shift is becoming more aware of the person on the other side of the conversation. In this episode, we look at five common reasons communication can break down even on good teams: Different priorities shape what people hear and pay attention to Communication style can easily be confused with intention Teams often have unspoken expectations they assume everyone shares People respond to stress, tension, and disagreement differently We make assumptions about what is driving someone else’s behavior before we actually know Using examples from real workshop feedback, we explore how the Enneagram can help teams move from assumption to curiosity and better understand what may be underneath a coworker’s communication style, questions, pace, or reactions. You’ll also hear three questions you can bring into your next team meeting: What helps you receive information clearly? What is one communication habit you have that others might misunderstand? What is one thing we could do differently to make communication easier across our team? The goal isn’t to get everyone communicating the same way. It’s to build enough awareness and shared language that people can better understand one another and work through differences with less friction. **** NEW RESOURCE: Download the free Enneagram Workshop Planning Kit for ideas, sample agendas, planning questions, and practical resources to help you design the right experience for your team. Have a request for a future episode? Drop a text here!
October 14, 202633 min
250. Not Everyone Thinks Out Loud: Type 5 at Work
Planning an end-of-year or beginning-of-year team experience? If your team is looking for a meaningful way to reflect, reconnect, or start the new year with a stronger shared language, learn more about Enneagram MBA team workshops and kickoff experiences. You can also download the free Enneagram Workshop Planning Kit for ideas, sample agendas, planning questions, and practical resources to help you design the right experience for your team. ***** Not everyone processes ideas by talking them through. For Enneagram Type 5s, thinking often happens internally first - observing, gathering information, making connections, and deciding what is worth contributing. In a workplace that often rewards fast responses and visible participation, that can sometimes be mistaken for aloofness or disengagement. In this episode, we explore the strengths Type 5s bring to teams and what managers can do to make better use of those strengths. We cover: Why Type 5s often want time to understand before they respond How silence can be mistaken for disengagement Why many meetings naturally favor external processors Simple ways managers can get better input from quieter team members The Type 5 tendency to protect time, energy, and attention When gathering more information becomes a reason to delay participation How Type 5s can contribute before every thought feels completely finished The bigger takeaway: participation doesn’t always look like immediate verbal participation. The person who hasn’t said much yet may still be doing some of the most important thinking in the room. Have a request for a future episode? Drop a text here!
October 12, 202615 min
249. 5 Questions to Ask Before Planning an Enneagram Workshop
Planning an Enneagram workshop for your team? Before you decide on the agenda, activities, or even how much Enneagram content to include, there are a few bigger questions worth answering first. In this episode of the Enneagram at Work Podcast, you'll learn five questions that can help you plan a workshop that is not only interesting in the room, but useful once everyone gets back to work. Whether you’re bringing in a facilitator, planning an internal team experience, or facilitating Enneagram workshops yourself, these questions can help you think more intentionally about what you want the experience to accomplish. In this episode: What do you want people to understand differently after the workshop? What do you want people to do differently afterward? Who is actually going to be in the room - a leadership team, intact team, cross-functional group, new team, or multiple departments? How much Enneagram content do people really need? What will happen after the workshop so the Enneagram becomes more than a one-time experience? You'll also hear about one of the biggest mistakes she made early on as a facilitator: trying to teach too much Enneagram content instead of creating enough space for reflection, discussion, and application. The goal isn’t to turn everyone into Enneagram experts. It’s to help people become better experts on themselves, and on the relationships they navigate at work. Free Workshop Planning Kits If you’re currently planning an Enneagram workshop, retreat, team development session, or kickoff meeting, Enneagram MBA has two free Workshop Planning Kits designed to help. Path One: For HR, L&D, people leaders, and internal Enneagram champions: Get sample agendas, planning questions, room setup ideas, guidance for getting leadership buy-in, and more. Path Two: For Enneagram coaches and facilitators: Get sample agendas, workshop preparation questions, pricing considerations, facilitation guidance, and ideas for what happens before, during, and after the workshop. Explore both free resources at: EnneagramMBA.com/resources Have a request for a future episode? Drop a text here!
October 9, 202644 min
248. Enneagram Type 2 & Type 4 in Leadership: Underrated Strengths at Work
What does leadership look like when you don’t fit the stereotypical image of the bold, outspoken, highly assertive leader? In this episode, we get to hear from Suha Patel, an Enneagram Type 2, and Gallia Levy, an Enneagram Type 4 , about the leadership strengths that can be easy to overlook - from relationship building and coaching to authenticity, intuition, depth, and the courage to say what others may be feeling but aren’t willing to say. Suha and Gallia also share what they’ve learned from working together, including how their different strengths created trust, helped each of them grow, and allowed them to lead without trying to become someone they weren’t. When you tune in, you'll hear more about: The underrated leadership strengths of Enneagram Types 2 and 4 Why leadership doesn’t always have to look loud, fast, or highly assertive How Type 2s can use relationships, intuition, and individualized coaching as a source of influence The Type 4 ability to bring honesty, emotional depth, and courage into a team How their Type 2–Type 4 working relationship helped both of them grow Boundaries, feedback, intensity, authenticity, and other growth areas for both types Why you don’t have to abandon your natural leadership style in order to advance One of my favorite ideas from the conversation is Gallia’s closing advice to fellow Type 4s: don’t abandon your depth in order to belong as a leader. And for Type 2s, Suha offers an equally important reminder: you matter too. Please don't be shy and connect with Suha and Gallia below to let them know what you're taking away from this one! Meet Suha: Type 2 Suha Patel is a global business leader, mentor, and lifelong student of human behavior whose journey has spanned four continents, executive leadership, and deep personal transformation. As an executive in biotech, she spent decades leading in high-performance environments while quietly carrying the belief that staying small and silent was the safest way to move through the world. Her path into self-awareness, enneagrams, nervous system healing, and inner child work radically changed the way she understands leadership, relationships, identity, and emotional well-being. Today, Suha is passionate about exploring the invisible patterns that shape our lives – the survival strategies we mistake for personality, and the ways unresolved emotional experiences quietly influence how we love, lead, speak and connect. Through honest storytelling and deep reflections, she brings a grounded and compassionate perspective to conversations about healing, self-awareness, emotional regulation, and what it truly means to feel safe enough to become ourselves fully. Connect with Suha on LinkedIn: https://www.linkedin.com/in/suhapatel/ Meet Gallia: Type 4 Dr. Gallia Levy is currently the Global Head of Development at Kite Pharma, a Gilead Company. In this capacity she oversees the Development of the Kite portfolio of cell therapies from early phase trials to approved products, across therapeutic areas such as oncology and autoimmune disease. Prior to Kite, Gallia was the Chief Medical and Product Strategy Officer at Spark Therapeutics, where she led strategic and operational teams throughout the product development lifecycle with responsibility for setting the global development and product strategy. Before joining Spark, Gallia was Vice President and Global Head of the Rare Blood Disorders Franchise in Product Development at Genentech and Roche, where she was responsible for the clinical development of treatments for hemophilia A and other rare blood disorders such as paroxysmal nocturnal hemoglobinuria (PNH), and atypical hemolytic uremic syndrome (aHUS). Gallia first joined Genentech in 2009, where she worked in both early- and late-stage clinical development. She later moved to Portola Pharmaceuticals, where she led the clinical development program for hematology and oncology indications spanning Phases 1 to registrational trials. She eventually returned to Genentech, taking responsibility for the global clinical development program for HEMLIBRA®, during which time she led the transition from Phase 1 through to global registration for adults and children with hemophilia A. Gallia is board-certified in hematology and earned an M.D. and Ph.D. in Molecular and Cellular Biology from the University of Michigan, during which time she discovered ADAMTS13, responsible for Thrombotic Thrombocytopenic Purpura (TTP). She completed her residency in internal medicine at Stanford University and a fellowship in hematology at the University of California, San Francisco. She also spent time at the Pasteur Institute, during which she received an M.S. in Molecular and Cellular Biology from the University of Paris VI, and she holds a B.A. from the University of California, Berkeley. Connect with Gallia on LinkedIn: https://www.linkedin.com/in/gallia-levy-b4700775/ Have a request for a future episode? Drop a text here!
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