Managing Different Enneagram Types on Your Team

Knowing more about the Enneagram system types can help you build your understanding of some team members’ approach to projects and style of work.

Each type is said to gravitate toward different ways of working and interacting, so an Enneagram assessment can be an interesting tool to gain insights into how workers see themselves and how they collaborate. It’s fun to learn more about one another and recognize colleagues and direct reports in the ways they respond to best. But remember, personality tests are not always seen as a great way to make recruiting or leadership decisions.

The most important thing to keep in mind as you build a diverse and inclusive workplace is to get to know your team as individuals and the unique experience, expertise, and insights each person brings to the table.

Here are some examples of each Enneagram type is perceived as well as tips on managing them and thoughts on each type’s potential management style.

RELATED: Understanding Enneagram Types

Enneagram One: The Reformer/Perfectionist

Enneagram Ones often have a strong desire to do things right. Conscientious and ethical, they typically strive to meet expectations and improve things around them. Ones are often seen as having exceptional drive and focus.

Managing Enneagram One:

Make your goals, expectations, and standards abundantly clear so they know what is expected of them. Include information about the best approach to accomplish a task or any processes that may help them understand what is customary.
Focus on positive feedback, letting them know what they did well.
Ones often value integrity, and may, if they see you demonstrate integrity by following through on what you say you will do and owning up to mistakes, be more likely to trust you.

How Enneagram Ones lead:

As leaders, Ones can be highly organized and goal-oriented.
They often are seen to have high standards and can inspire by example.
Their perceived focus on achievement may make them willing to reach beyond their comfort zone and strive for more.

Enneagram Two: The Giver/Helper

Enneagram Twos are often seen as caring, supportive, and warm-hearted. They can be naturally oriented to people and relationships, but some managers say that their desire to please others may cause them to avoid conflict and fail to assert their needs. Also, they say that it’s important to let Twos know you appreciate them.

Managing Enneagram Two:

Twos often value team morale. They function well when the people around them are thriving. As a leader of Twos, it’s good to be upbeat, contributing to team morale.
Showing a Two consistent support and helping them advocate for what they want may win their trust and loyalty.
Affirmation and positive feedback can reassure some Twos that they are on track and appreciated.

How Enneagram Twos lead:

Twos are seen as empathetic and caring leaders invested in helping others.
They often strive to build and maintain strong relational bonds and can be encouraging, motivating leaders.

Enneagram Three: The Achiever/Performer

Enneagram Threes tend to be charming, ambitious, and competent. Many are driven to achieve success.

Managing Enneagram Threes:

Taking time to understand how they define success so you know their objectives may be valuable.
Some managers say it’s important to avoid micromanaging Threes. Rather, they suggest to listen to their ideas, give them a clear response with parameters, and then let them follow through.
If they are moving too fast and making mistakes or skipping crucial steps, some managers recommend asking them to slow down and add the skills or information they need to excel.

How Enneagram Threes lead:

Threes can be seen as charismatic and driven leaders that inspire others.
They may enjoy being recognized for their accomplishments but also driving others to achieve.

Enneagram Four: The Individualist/Romantic

Enneagram Fours are seen to thrive in an environment where the lines of communication are open, they feel heard, and they have room to express their creative flair.

Managing Enneagram Fours:

Fours are seen as being comfortable with their emotions. Many will value authenticity in their leaders and passion about their work.
When managers are real with Fours, connecting with them in meaningful ways, they are more likely to trust them.
Fours have a creative vision and an understanding of how things align with the bigger purpose. Giving them space to contribute may yield impressive results both with their sense of connection to their workplace and the bottom line.

How Enneagram Fours lead:

As leaders, Fours may prioritize making decisions that align with their values as well as the company’s.
They are often seen as having a high EQ and inspiring others in their vision of the common good.

RELATED: Best Careers by MBTI Types

Enneagram Five: The Investigator/Observer

Highly cerebral and private, many Enneagram Fives like to have clear guidelines, to work independently, and to avoid surprises.

Managing Enneagram Fives:

May prefer that leaders give clear deadlines, project requirements, and check-in timelines.
It may be important to keep discussions straightforward and focused on what needs to be done, leaving out emotions or drama.
May prefer their own working space and the time to complete tasks independently.

How Enneagram Fives lead:

As leaders, some Fives can be visionaries who develop and implement plans to achieve complex ideas.
They are seen to inspire others through expertise and intelligence.

Enneagram Six: The Loyalist/Skeptic

Enneagram Sixes can be troubleshooters. Driven to avoid bad things from happening, they may thrive in an environment that allows them to talk through their questions, fears, and doubts.

Managing Enneagram Sixes:

Sixes may be wary of authority, so consistency, communication, and transparency could help them build trust.
Some managers say that it’s important to listen to a Six’s questions, fears, or worries. Many are driven to examine the negative outcomes to ensure things go well.
Value their contribution as a fixer while helping them identify which professional fears and doubts are worth investigating at work and which are not priorities.

How Enneagram Sixes lead:

Seen as organized and responsible, Sixes can be protective, courageous leaders.
Sixes are seen as natural problem solvers and strategic thinkers.

Enneagram Seven: The Enthusiast/Epicure

Freedom-loving Enneagram Sevens will push back against constraints but can be enthusiastic and productive team members when managed in a friendly, approachable style.

Managing Enneagram Sevens:

Some managers say that a little flexibility on the rules may go a long way with Sevens to allow them the freedom to explore ideas and options.
They can be fast learners who easily pick up new skills.
They are seen as positive, curious, and adventurous.

How Enneagram Sevens lead:

Sevens’ enthusiasm and energy can make them inspiring and engaging leaders.
They enjoy lists and project roadmaps to download information and keep on track.
Some Sevens have a high capacity for productivity when engaged and focused, leading others to achieve beyond what they imagined possible.
They also may think quickly on their feet.

Enneagram Eight: The Challenger/Protector

Enneagram Eights are perceived as direct and having a passion and intensity that can be intimidating to some. They can work well independently and when they have mutual respect with leadership.

Managing Enneagram Eights:

Some managers say they can be very self-reliant and a maverick when it comes to a situation.
Some Eights will want all the information they need to accomplish their tasks upfront.
They can be confident, charismatic leaders themselves.

How Enneagram Eights lead:

Some Eights will thrive under pressure. They can be assertive, pragmatic leaders who will protect their team.
They are seen as valuing strength as well as strong at rising to a challenge and working through it.

Enneagram Nines: The Peacemaker/Mediator

Enneagram Nines are perceived as accepting, stable, and supportive—and seeking out connection. That might be with their work and their co-workers. They may prefer to create harmony in their work environment and some managers say they are able to seamlessly step into a supportive role. They may thrive in a positive environment where their contributions are appreciated.

Managing Enneagram Nines:

Some managers say that harmony-loving Nines might be slow to speak up if it may lead to conflict. If you need feedback from Nines, you may find that giving them time and space to sort their thoughts and respond will be valued.
Nines may not like being pushed into the limelight, so ask them if they prefer private or public praise.
Taking time with Nines to talk with them on subjects outside of work to find common ground and understanding may be helpful to building rapport.

How Enneagram Nines lead:

As leaders, Nines can be natural mediators who can bring people together and inspire cooperation.
Nines may be seen as having a unique capacity to embody traits from other Enneagram types. For instance, some say that they can have an Eight’s strength or a Four’s creativity when the moment calls for it.

Build an Amazingly Collaborative Team

Learning more about Enneagram types in management is an interesting way to discover new things about your team—how they prefer to work or where collaboration amongst them can build them up to be even stronger together. But, as we’ve mentioned before, it’s not a perfect system to make management decisions or evaluate potential candidates.

Need some help vetting candidates for your open roles? At Insight Global, we have been helping companies build balanced, productive teams for decades. If you need to find the right person for your team, we’ve got you covered.