|
FAQS – USING THE
ENNEAGRAM IN THE WORKPLACE
Q: How do you do Enneagram typing for a group?
A: First, I’ll introduce the Enneagram system to the
group which will get them started on self-typing. Then, I’ll lead
the group through a series of activities to get them in
self-observer mode. Often, I’ll play video clips of an exemplar of
each type and have them comment. With the groundwork laid, I’ll have
each person sort cards of the types into yes, no, and maybe piles
and have them rank the yes pile in order of likelihood. At this
point over half will usually have their type identified with
certainty. I’ll work with some people individually and some people
in front of the group to help them differentiate between types.
Q: Does group typing work?
A: Yes! Typically, by the end of the group typing
session, between 80% and 90% of the participants have correctly
typed themselves. I like to follow up with an activity on
Communications that will help the remaining 10% to 20% type
themselves.
Q: What does a typical day of Enneagram Team Building or Enneagram
Professional Development Training look like?
A: The morning would be the intro to the Enneagram,
Typing and the first Communication activity. After lunch, we might
do another Communications activity for a warm up and then choose 2-3
activities from topics such as Feedback, Conflict, Leadership, and
Teams. The activities are all interactive and include a mix of
working in type groups, mixed-type groups, dyads, and individual
work. The day is enlightening to many, fun for most, and creates
fuel for additional learning and awareness building. Take a look at
a sample schedule.
Q: After a day of training, what is next?
A: There are many options; all of which work well.
Follow up training. After some time has passed for the learning to
sink in, it is helpful to follow up with more. The menu of topic
areas are the same: Communications, Feedback, Conflict, Leadership,
and Teams, so you can either add new topic areas or take a topic
area or two deeper. Monthly, bi-monthly, or quarterly work for
following up and deepening.
When your team has mastered the Professional Development series, it
may be time to move on to the Leadership Development Series. Group
training following similar formats is one option. Another option is
the Learning Communities approach.
Coaching is also a great follow-up to training, because it gives
your people a chance to go deeper into these topics in a safe and
private way. They will integrate the learning into their work life
more readily with the one-to-one support.
Consulting services are also a great next step. Now that the team
members have been typed, what are the implications for the team
itself? What are the team’s strengths and weaknesses? What
strategies are needed to manage the risk based on the team make-up?
What talents on the team aren’t being utilized most fully? How can
we deal with conflict? What is the team vision? All of these
questions can be addressed with Solution Points' consulting
services.
Q: What are “Learning Communities” exactly?
A: Learning Communities are used to develop the
leadership competencies of groups of 5 to 12 leaders in a casual
setting. We’ll take the first 30+ minutes to give everyone a chance
to read a chapter on the competency of the day (what leader has free
time to read for 30 minutes ahead of time?) Then, I’ll lead the team
in a warm-up activity before we dive into the subject of the day.
The longer discussions begin with me providing an overview of the
competency and the group performing a self-assessment. The dialogue
that emerges next creates a supportive environment for each person
to make big strides in their leadership development.
Q: Is the Enneagram appropriate for the workplace?
A: Yes, but probably not every workplace. It works
well in organizations who understand the importance of their people,
treat them with respect and are committed their long term
development. It is a powerful system that delivers powerful results.
In the wrong hands, it could potentially be used to manipulate or to
drive hiring decisions.
Q: Why shouldn’t the Enneagram be used to make hiring decisions?
A: The key to future success in any position is
emotional intelligence, not Enneagram type. You want to hire people
who understand themselves well and can self-manage. Just because you
have a computer programmer position open, for example, doesn’t mean
you should hire a 5. Would you want a team of 20 5s? I wouldn’t want
a team of 20 of any type. Diversity is important for the success of
your organization. Pick the right person, there is no “right type.”
Read testimonials from Solution
Points’ clients and colleagues.
|
