How Do You Use Enneagram For Team Building
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The Enneagram is a personality type theory that was first developed in Italy during the 1970s. It has since become one of the most well-known types of theories around, with over 2 million references to it online. What makes this type of theory unique is its 9 personality types or patterns.
This theory was made popular through repeated use by professionals in various fields (teachers, therapists, etc.) who find it helpful in understanding people close to them. This includes colleagues at work, family members, friends, and more!
Since the enneagram focuses on how someone perceives themselves and their place in the world, it can be used as a tool to learn about yourself and others. That is why many people choose to use the enneagram as a way to recognize their strengths and weaknesses, determine what types of relationships they need, and improve communication and relationship skills.
There are different versions of the enneagram but there are only nine main types. These include the ones mentioned above, as well as two more that have gained popularity recently. They are referred to as the ‘deanship’ types because they look at both individual identity and group identity. Some refer to these as the ‘big five’ types due to their similarities with other famous theories such as the Myers-Briggs Type Indicator and DISC.
The 9 enneagram types
There are nine different personality types based on the enneagram, which was created by Italian psychologist Antoine Henri de Saint-Simon in 1932. These types were categorized based on how people relate to others, what emotions they feel, and whether they tend to be more active or passive individuals.
The most well-known type is the one that has become famous since it was first described around 70 years ago —the introverted extrovert. Since then, other types have been reclassified, expanded upon, and discussed.
But no matter which type you belong to, there’s some truth to each one. Each one has its own set of strengths and weaknesses depending on the situation. And while some may think that their type is only identifiable at an individual level, we now know that enneastyle can cluster together in groups, creating distinct teams with similar strategies and dynamics.
Finding your team's enneagram type
The first step in using the enneagram to improve teamwork is finding each other’s types. This process can be tricky, especially if you don’t agree about what the enneagram applies to or who uses it.
The word “enneagram” comes from the Italian words null (none) and gramme (glance), which describe how the pattern looks. There are nine patterns, and they all have three stages.
The first stage is called the three-way conflict. In this stage there isn't an agreement, so we call these clashes. These usually happen because of different personality traits that cannot be ignored or suppressed.
In the second stage, people try to win over one another by proving that their trait is better than the others. A lot of energy is spent trying to prove why their version of the trait is superior instead of solving the problem together.
The third stage is when someone gives up and accepts that the other person is right even though they would rather not. They let go of their desire to change them and work with them as equals.
Making a team enneagram profile
The first step in using the enneagram to improve teamwork is making an individual enneagram profile. This can be done through any source, but some are more professional and standardized than others. There are many websites with free profiles you can make depending on what type of enneagram classification you want to do.
The most common types are the 1-9 enneagram classification, and the short version called the “ennea” or “ennea” which only has one number per category. However, other extended versions exist as well.
Both types have their benefits, so they are not wrong! But the ones that use the 1– 9 system are much easier to complete due to the length being shorter. Some people may find it helpful to know their place in a group or how someone else functions so you can better understand them or avoid potential conflicts or issues.
What about the numbers? That is another part of the enneagram profiling process. People usually just identify a primary number (the one they consider to be the strongest) and a secondary number if they feel like they switch back and forth between them.
Some people also add little notes next to each number to get more specific information. For example, if their second number is the number five then they might write “Powerful” or “Constant talker�” or something similar.
Using enneagram to improve teamwork
The first type is called the Individualist. They value individuality over group harmony and like to feel in control of their environment. Their inner desire is to be known, appreciated and respected as smart and self-confident.
Individualists are usually not willing to compromise or work with others unless they are one hundred per cent sure that person will agree with them on everything.
When you’re an individualist, your personal needs take precedence over those of other people. You may enjoy being part of a team, but only if you get what you want from everyone else.
If you see yourself as more important than anyone else, then it can be difficult to create strong relationships. Your lack of interest in becoming well-adjusted makes working together difficult.
It can also be tough keeping up morale when things don’t go your way and people seem to avoid you because you’re so powerful. Because you need praise and acknowledgement for your intelligence and confidence, you may develop a reputation as someone who is intimidating and hard to deal with.
Types like this can make success very difficult for you. It takes a lot of effort to try and help you move past your insecurity and learn how to relate to people.
Renegotiating tasks and responsibilities
The second type is the Dependent or people-oriented personality. People are the biggest quality of this person. They love to spend time with others and enjoy the company of many.
People under a one-degree dependent will depend heavily upon other people for praise and recognition. They need constant reassurance that they are good enough – that they deserve better rewards than what you’re giving them at present.
It can be difficult to hold up this person as a reward for their hard work is almost always going to be met with more “awws” and “wows”.
This is not only annoying to witness but also detrimental to their self-confidence. It may even create a sense of jealousy in those around them who feel like they get less attention and appreciation than someone else.
As a leader, it is your responsibility to recognize and appreciate all your team members’ efforts. Make sure to let them know when they have done a great job!
For the most part, there is encyclopaedic knowledge about the enneagram within professional settings. However, understanding how each typology functions professionally outside of work can help you relate to them better at home.
By practising using your types of skills, you will learn how to apply these to relationships and families. This will benefit you both emotionally and physically due to improved health and wellness.
An enneagram is a tool that was developed to describe personality types. While it has become popularized as a way to find your “type,” there are many things you can do with this knowledge to improve your leadership skills.
The eight unique personality types described by Carl Jung in his work The Enneagram have been studied time and again to help people understand how different personalities interact with each other and what strengths and weaknesses they may have.
Leaders must be aware of their type tendencies and those of others around them, but more importantly, they need to use these qualities effectively. This means acknowledging the differences between yourself and someone else and finding ways to apply these characteristics productively.
It also means recognizing when a behaviour is appropriate and developing strategies to change or fix the behaviour if it isn’t. For example, if someone like direct speech and no eye contact, it might be helpful to ask questions instead so they will feel involved.
There are several theories about why some individuals seem to get along better than others and understanding your site for your enemies can help you win or lose the battle. However, simply knowing who is likely to clash with you is already half the battle.
By using the insights from the enneagram, you can develop effective teamwork and communication practices, reduce conflict, and create sustainable relationships.
Determining the best team member
As mentioned before, the Enneagram can help you determine who fits into your organization’s culture and what position they should have in the company. It is also important to know how to identify if someone is not performing their job properly so that you can find a way to motivate them or let them go.
If you are looking to develop an effective teamwork system, then the Enneagram can be very helpful. There are nine types of people organized by whether they prefer to work alone or with others, and what kind of interaction they need from colleagues and superiors.
Each type has different strengths and weaknesses depending on the situation, which makes it possible to pick the right person for every role. Plus, knowing about each individual's type helps create strong working relationships as everyone is aware of their limitations and needs.
Identifying the best team environment
The first step in using the enneagram to help with teamwork is determining which type of group you want to work in or need to find a new place to belong. This article will talk about what types of groups are related to the enneagram and how they relate to different people.
Types of teams correspond to an enneagram type. There are only nine types, but there can be more than one type per person depending on what kind of team members you have and what works for you.
Different types of groups require different amounts of motivation and energy to keep them together. Some groups need very little effort to stay strong, while others may not survive more than a few days without significant investment.
The number one reason why teams break down is because of a lack of trust. No one trusts that someone else will do their job properly, so everyone keeps doing it themselves instead.
This process quickly escalates until nothing gets done and morale is at an all-time low. A great way to restore trust is by creating clear roles and responsibilities that are known and talked about ahead of time.
People who work in teams should use the enneagram to identify their leadership style and match it to a potential department or company role.