In Enneagram, Podcast

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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.
  • Type 1:
    • 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.
  • Type 2: 
    • 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.
  • Type 3:
    • 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.
  • Type 4:
    • 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.
  • Type 5: 
    • 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.
  • Type 6:
    • 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.
  • Type 7:
    • 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.
  • Type 8:
    • 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.
  • Type 9:
    • 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.
  • Beatricechestnut.com
  • 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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Comments
  • Anita
    Reply

    I have gained so much from Beatrice’s work and these podcasts and videos. My question has to do with the blending of MBTI type and Enneagram. I am an ESTJ, Enneagram 4 which makes me feel quite split at times. When it comes to leadership, I find that both styles are there depending on the situation and people involved. How do we bridge the space between an MBTI type and Enneagram type that appear so divergent?
    Thank you for continuing to offer such great content.

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