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In this episode, Joel and Antonia talk with Dr. Beatrice Chestnut about the 9 types of leadership using Enneagram types as a framework.
In this podcast you’ll find:
- Enneagram Personality Types with Beatrice Chestnut podcast
- Beatrice Chestnut: “The 9 Types of Leadership: Mastering the Art of People in the 21st Century Workplace”
- Enneagram in the workplace.
- Leadership development is important as work becomes more global.
- Nine different ways we can apply the Enneagram to leadership.
- Certain types seem to lend themselves to leadership more than others.
- Beatrice has been in the business world and done business consulting and coaching.
- Enneagram Roadmap
- “It doesn’t matter if it is scientifically validated because it works.”
- Beatrice includes quotes from different leaders regarding how they have used the Enneagram personally and professionally.
- A chapter at the end of the book is on how to put the Enneagram into action in the business world.
- Enneagram Type 8 & 3 are most represented at the high levels of organizations.
- We typically define leadership in terms of status or the way someone conducts themselves.
- Increasingly, leaders are people with high emotional intelligence. They know themselves. They are flexible and confident with their decision-making.
- The first thing most people have to master is self-leadership.
- If you can’t master that everything else will be a house of cards.
In Beatrice’s book:
- There are three intro chapters talking about leadership in the 21st century.
- An Introduction to the Enneagram system.
- A description of each leadership style.
- A central adaptive strategy of each style.
A summary of what different leaders pay attention to:
- Worldview and core characteristics;
- Mental, emotional, and behavioral patterns;
- Their superpowers, and how those strengths can turn into liabilities.
- Subtype personalities provide a deeper level of specificity.
- What each type is like at work.
- What challenges them.
- What are their pet peeves?
- Typical behaviors in the workplace and various roles from different angles.
- The last section of each type chapter is about how each person can grow and identify their blind spots.
- How to be more aware of their low side and aim for the high side.
- 1 leaders are focused on quality. How to make things better. They are responsible to a fault.
- Enneagram strengths are directly connected to the way the types get themselves into trouble.
- 1s can overdo the quality and go past the deadline because they can’t reach perfection.
- They struggle with delegation.
- They should loosen up the need for quality and settle for 80%.
- Be easy on themselves. Have more fun. Don’t take on too much responsibility.
- 2s strength as leaders is prioritizing people and relationships.
- They see people and recognize their strengths and inspire people to do their best.
- 2 look at work through connections with others.
- Leveraging people skills and creating healthy relationships that underly the work they do.
- They can focus so much on people that they can’t be direct and candid enough.
- They struggle with authentic feedback.
- They tend to sugar coat things.
- 3s are very work oriented and focused on results. How to get to the goal in the fastest way possible.
- Many good things come out of that, and they get a lot of rewards at work because their style is so compatible.
- They can be so focused on the goal they lose track of other important things like people’s feelings.
- They need to slow down and take into acct all the data, and not be too laser focused. Listen to people more.
- 4s are the most connected to emotions.
- There is a stereotype that 4s aren’t good leaders because they are more oriented towards the depths of connecting with people.
- But they are great at creative vision and collaboration.
- CEO of Dropbox is a 4.
- They place too high a value on being understood and hearing out everyone’s emotions which slows down the process.
- Head – Content experts. Oriented to intellectual levels and knowing a lot about their work.
- Lots of data and knowledge at their disposal and they enjoy the process of learning.
- They are sometimes less oriented toward the people aspect.
- They like independent work and struggle with collaboration.
- It helps for them to talk through their ideas instead of keeping things to themselves.
- 6s are good at being project managers. Troubleshooters.
- They identify threats that can undermine efforts.
- Contingency plans.
- Contrarian. Devil’s advocate.
- They like poking holes in things.
- They are great at vetting things. Asking questions. Introducing doubt.
- Analysis paralysis can be the result because at some point the questions need to stop and they just need to make the decision.
- 6s need to collaborate with others and determine when to move on.
- 7s are good at being the visionaries. Innovators. Thinking outside the box. What’s new and exciting?
- A lot of Type 7 leaders in Silicon Valley.
- They are the people pushing the frontiers. Inspirational.
- They tend toward seeing the positive and being optimistic and enthusiastic.
- They are great at lifting the morale.
- They can look too much at positive data and not see the negative.
- They can dislike getting involved in unpleasantness especially when it comes to relationships.
- They need to learn to tolerate a certain level of discomfort.
- 8 is sometimes called The Boss.
- They are great at taking action and being decisive.
- They like to make big things happen.
- They are fearless in terms of how to exert power and impact the situation.
- They aren’t afraid of big challenges or projects.
- They get enlivened by big things.
- They tend to be strong and protective of people and are great team leads.
- They bring a lot of effort, power, and hard work to bear.
- Power is a compensation for not wanting to be in touch with their vulnerability.
- 8s are usually more conscious of their strengths and forget to deal with weaknesses.
- They can overdo the way they exert power.
- They need to get in touch with their softer sides and be warmer and more approachable.
- A lot of people are intimidated by 8s.
- 9s are good leaders in that they tend to be good mediators. They are good at inclusion and by leading with consensus.
- What is good for the people and the organization?
- They can bring in different ways of seeing things.
- They get into trouble by wanting to lead so much by consensus that they struggle to make decisions to avoid conflict.
- They can become very passive.
- The types that are more stereotypically leaders (3 & 8) may struggle to deal with their weaknesses because the world gives them the feedback that they are good. They don’t need to change.
- Morale doesn’t just handle itself. A leader has to be part of the process.
- America is a 3 country. 8s and 3s get rewarded for the way they operate.
- They may be slower to course correct.
- Not all types of leadership are appropriate in all contexts.
- Type 9 would be good in a non-profit or spiritual context.
- Enneagram can help us see how different strengths fit different situations.
- When we think of leadership, there is a precise picture we get.
- But there are a lot of different contexts where leadership is required.
- Beatrice’s book has two themes: one is leadership, but there is also the interdynamics of the workplace.
- Mastering the art of people in the 21st c workplace.
- Check out part 2.
- The 9 Types of Leadership: Mastering the Art of People in the 21st Century Workplace
- The Complete Enneagram: 27 Paths to Greater Self-Knowledge
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