Enneagram at Work

Type 1s, known as the Administrator (source: Awareness to Action Enneagram) care deeply about doing things right. They're clear, they're specific, and they genuinely want the person in front of them to improve. But that same commitment to high standards can sometimes get in the way of the feedback actually landing. In this episode, we're walking through what Type 1s are already doing well and a few things worth adjusting so their feedback inspires rather than overwhelms.

What You'll Hear in This Episode

Unlike some types who soften feedback to the point of losing the message, Type 1s don't have that problem. Their challenge is almost the opposite. The inner critic that drives their own high standards can quietly seep into how feedback is delivered, in tone, body language, and the sheer volume of things they want to address at once. This episode helps Type 1s channel their gift for seeing what should be into feedback that motivates real change.

A Note Before You Go In

Before the conversation, check in with your inner critic. Type 1s have an inner voice that is louder, harsher, and more relentless than most, and what feels like honest, measured feedback on the outside can sometimes be that inner critic talking. Ask yourself: is this feedback honest and helpful, or is it starting to bleed into perfect and harsh? That check-in can set the whole tone.

3 Things to DO as a Type 1 When Giving Feedback

1. Lead with positive intent and say it out loud. It might feel obvious to you that you're coming from a place of care, but the other person doesn't always know that. Don't skip the setup. A quick "I'm bringing this up because I want you to succeed" changes how everything that follows is received.
2. Be specific and factual, not evaluative. There's a difference between "the report was missing the Q3 projections" and "the report wasn't good enough." The first is actionable. The second stings without direction. Type 1s naturally gravitate toward specifics, just make sure the inner critic isn't swapping facts for judgment.
3. Offer a clear path forward. You have a rare ability to see what should be - use it. Don't just address what went wrong; give the person a concrete next step. That "good to great" instinct is a gift. Use it to look forward. 

3 Things to AVOID as a Type 1 When Giving Feedback

1. Letting frustration show up in your tone or body language. Your words might be measured and thoughtful, and they usually are, but feelings can come through in your face and your voice without you realizing it. One Type 1 leader we worked with laughed about how his team called it his "resting [you know what] face." He had no idea he was doing it. Just something to be aware of and occasionally soften.
2. Stacking all the things at once. Your standards are high, and there's probably a lot you could address. But delivering a long list of everything that needs to be fixed can feel overwhelming and even hopeless on the receiving end, like I can't do anything right, so why try? Prioritize the most important thing. Let the rest go for now and come back to it after the first priority is addressed.
3. Assuming the goal is obvious. You know you're giving this feedback so they can improve. They might not feel that in the moment. Saying it explicitly isn't redundant, it's what makes the feedback land as support rather than criticism.

A Phrase to Try

"I'm bringing this up because I know you're capable of excellence. You can meet this standard...and I'm here to help you get there."

Say it at the start, wrap up with it, or both. It reminds the other person, and yourself, why this conversation is happening.

Resources + Next Steps

Are you a Type 1 with something to add, push back on, or a real-world example to share? We'd love to hear from you at enneagrammba.com/contact. And if you work for or with a Type 1 and want to share what you genuinely appreciate about how they lead and give feedback, we want to hear that too.

If you want to keep building your communication and leadership skills by type, grab the Enneagram Manager's Prompt Pack - a practical, downloadable guide organized by real workplace situations so you always know what to say and how to say it. Find it at enneagrammba.com.

And if this episode got you thinking about how your team gives and receives feedback, that's exactly what we dig into in our workshops, company retreats, team building events, industry conferences, and more. Head to enneagrammba.com to explore your options and start the conversation.

Enneagram MBA is a team training and leadership development company based in the Louisville metro area. We help organizations build self-aware, high-performing teams using Enneagram insights.

Have a request for a future episode? Drop a text here!

Check out the Backstory vs. Bullet Points episode mentioned here! 

-> https://www.buzzsprout.com/1850780/episodes/16622539

What happens when the Achiever and the Individualist end up on the same team? In this episode of Coworker Chemistry, we dig into the Type 3 + Type 4 dynamic -  the strengths, the friction, the communication gaps, and what growth actually looks like when someone striving to feel outstanding meets someone striving to feel unique and authentic.

The Strengths of This Pairing:

• The Three drives toward the finish line; the Four makes sure what gets built there actually means something, together they produce work that doesn't just perform well, it stands out
• Fours can help Threes to slow down and ask whether the goal is worth chasing, producing work that's genuinely differentiated rather than just technically impressive
• Threes can pull Fours forward; their bias toward action and deadlines is often exactly what gets a Four's best creative work out of their head and into the world
• Fours bring creative depth; Threes bring polished execution. That combination is genuinely rare and genuinely valuable on any team!

Where the Friction Lives:

• The Three is ready to present before the Four is ready to ship, and the Four is still refining while the Three has already sent the deck. The gap in speed is real.
• Threes shift to fit the room; Fours resist any shift that feels like a compromise of who they are. What the Three calls professional, the Four can read as inauthentic.
• When a Three gets the credit, and the Four feels pushed into the background, the resentment is quiet, but it can build deep. 
• Threes manage emotions to keep things moving; Fours bring emotional honesty as a feature of their work. The Three reads the Four as too sensitive, the Four reads the Three as performative, and both are missing the point.

Resources + Links:

• Learn more about the 3-part Dream Team Momentum program: enneagrammba.com/enneagram-team-workshops
• Run your own Enneagram Workshop: enneagrammba.com/enneagram-workshop-kit
• Connect with Sarah on LinkedIn: linkedin.com/in/sarahlynnwallace/
• Take the 2-question Enneagram quiz: enneagrammba.com/blog/enneagramtest
• Work with Sarah - workshops, speaking, and team facilitation: enneagrammba.com/enneagram-speaker

Have a request for a future episode? Drop a text here!

For Type 2s, the Coach (source: Awareness to Action Enneagram), giving feedback isn't just uncomfortable, it can feel genuinely risky. When connection is your currency, anything that might strain a relationship hits differently. In this episode, we're walking through why feedback feels so hard for this type, what Type 2s are already doing well, and a few adjustments that can help their feedback actually land, without sacrificing the warmth that makes them so good at leading people in the first place.

What You'll Hear in This Episode

Type 2s are wired to see the best in people. That's such a strength,  but in a feedback conversation, it can work against you. The message gets softened, exceptions keep getting made, and the person on the receiving end walks away thinking everything is fine when it isn't. This episode helps Type 2s separate the person they care about from the behavior that needs to change, so they can deliver honest feedback without feeling like they're damaging the relationship because staying quiet is actually what damages it.

3 Things to DO as a Type 2 When Giving Feedback

1. Anchor the conversation in the relationship first. Before you get into the feedback, let the other person know you're coming from a place of care. Something like "I'm bringing this up because I care about you and your success here" is genuine, coming from a Type 2, and people will feel that. It lowers their guard and opens them up before the harder part of the conversation begins.
2. Use your coaching instinct to frame it as "here's what I see in you, and here's what's getting in the way." This lets you stay connected to their potential while still giving honest, specific feedback and clear recommendations for change. It's the sweet spot for this type.
3. Stay specific about the behavior, not the person. You might genuinely adore this person, but their behavior is causing a problem. Keep those two things separate. When they blur together, the feedback gets confusing to deliver and confusing to receive.

3 Things to AVOID as a Type 2 When Giving Feedback

1. Softening the message so much it doesn't land. If you've sandwiched the feedback so thoroughly that the other person walks away thinking everything is fine, you haven't helped them. And helping people is the whole point. Clear feedback delivered with warmth is still kind. Unclear feedback delivered with warmth is just a missed opportunity.
2. Continuing to make exceptions to protect the relationship. One more chance, let's see what happens. I'll say something next time. Sound familiar? The relationship is actually better served by honest feedback than by silence. Staying quiet to avoid discomfort puts your comfort above what that person actually needs. A small reframe that might help: not saying something isn't kind. It just feels easier in the moment.
3. Waiting until you're frustrated to finally say something. Type 2s can have a slow burn, putting things off, making exceptions, absorbing frustration, until it all comes out at once from a place of resentment or total depletion. By then, the message gets lost in the heat of the moment. Say something before you get there.

A Phrase to Try

"I'm telling you this because I genuinely believe in what you're capable of, and I'd rather have this conversation now than watch something get in your way."

That's it. That's the whole spirit of Type 2 feedback done well. Use it at the start, the end, or somewhere in the middle, and make it yours.

Resources + Next Steps

Are you a Type 2 with something to add, validate, or push back on? Or do you work with a Type 2 and want to share what you appreciate about how they show up as a leader and communicator? We'd love to hear from you at enneagrammba.com/contact.

If you want to keep building your leadership communication skills by type, grab the Enneagram Manager's Prompt Pack, a practical, downloadable guide organized by real workplace situations so you always know what to say and how to say it. Find it at enneagrammba.com.

And if this episode got you thinking about how your team gives and receives feedback, that's exactly what we explore in our workshops — company retreats, team training events, industry conferences, and more. Head to enneagrammba.com to explore your options and start the conversation.

Enneagram MBA is a team training and leadership development company based in the Louisville metro area. We help organizations build self-aware, high-performing teams.

Have a request for a future episode? Drop a text here!

Both of these types are driven by ideas. Both can light up a room when the topic is right. But underneath that shared curiosity, two very different strivings are running the show.

The Five's striving to feel detached, capable, and competent isn't about being a know-it-all, it's about making sure they have enough before they give anything away. They go inward, go deep, and conserve their energy carefully. The Seven's striving to feel excited and satisfied isn't about being scattered, but rather about staying energized and in motion. They go outward, go wide, and keep moving because slowing down feels like being limited and contained.

One goes within to recharge. The other expands to stay fueled up. Put them on the same team and you get either the most idea-generating pairing in the building... or two people who genuinely cannot figure out why the other one works the way they do. The difference usually comes down to whether they understand what's actually driving each other.

The Strengths of This Pairing:

• The Five goes deep; the Seven goes wide; together they cover interesting topics that neither could cover alone, and the best ideas usually live in the overlap
• Sevens draw Fives out of their heads and into momentum; that spark can get a Five's best thinking off the whiteboard and into the world
• Fives give Sevens something they rarely slow down for: needed rigor, helping stress-test an idea before it's already been announced to the whole company
• Both types are genuinely energized by learning; when they find a topic they're both excited about, the conversation is electric and the output shows it

Potential Friction:

• The Seven's pace can feel reckless to a Five; the Five's pace can feel like hesitation to a Seven, and both interpretations are wrong, but neither person says so
• The Seven keeps introducing new ideas before the Five has finished with the last one, and the Five quietly loses trust in the Seven's ability to actually execute
• The Five's need for quiet and solitude to do their best thinking can feel like rejection to a Seven who is energized by engagement and presence
• Both types avoid sitting with hard things, but from opposite directions; the Seven pivots away through optimism and activity, the Five retreats into analysis, and difficult conversations end up intellectualized or quietly dropped instead of actually resolved

Resources + Links:

• Learn more about the 3-part Dream Team Momentum program: enneagrammba.com/enneagram-team-workshops
• Run your own Enneagram Workshop: enneagrammba.com/enneagram-workshop-kit
• Connect with Sarah on LinkedIn: linkedin.com/in/sarahlynnwallace/
• Take the 2-question Enneagram quiz: enneagrammba.com/blog/enneagramtest
• Work with Sarah - workshops, speaking, and team facilitation: enneagrammba.com/enneagram-speaker

Have a request for a future episode? Drop a text here!

Type 3s are probably the most comfortable type when it comes to giving feedback: direct, efficient, and genuinely invested in bringing people along toward success. But that same drive that makes feedback feel natural can also cause it to miss the mark. In this Starting Monday episode, we're breaking down three things Type 3s should keep doing and three things worth reconsidering, so your feedback actually lands.

What You'll Hear in This Episode

Type 3s are wired to go far and go fast. That energy is an asset in feedback conversations...until it isn't. When efficiency skips the human element, even the most well-intentioned feedback can feel abrupt, harsh, or like a performance management move rather than genuine investment. This episode walks through small but meaningful tweaks that can make your feedback land the way you actually intend it to.

3 Things to DO as a Type 3 When Giving Feedback

1. Lead with genuine belief in their potential. You already see what people are capable of. Make sure they know that before you get into the issue. That context changes everything about how the feedback is received.
2. Be direct and specific about what needs to change and what success looks like. This comes naturally to you, so keep leaning into it. Bonus: ask what success looks like for them too. When you can align your definition of success with theirs, the feedback becomes something you're both working toward together.
3. Keep it future-focused. Type 3s naturally have a "jump and the net will appear" mentality, bring that same energy to feedback. Frame the conversation around where you're headed, not just what went wrong. That forward-facing message is more motivating for the other person and honestly more natural for you.

3 Things to AVOID as a Type 3 When Giving Feedback

1. Rushing through the emotional part to get to the action items. Even a simple "I know this might be hard to hear..." creates space for the other person to feel like you get them, not just manage them. Emotions that come up aren't a detour. They're often important information.
2. Assuming everyone else loves direct feedback as much as you do. Some types, think 2s, 9s, maybe 7s, need a little more relational cushioning before they can actually hear what you're saying. A small amount of rapport-building upfront makes the feedback that much more effective. It's not a waste of time. It's what makes the directness work.
3. Delivering feedback in passing. The hallway-between-meetings efficiency instinct is real for Type 3s, but what feels like getting it done can feel like an ambush to the other person. Give feedback its own space, even if it's brief, so it can actually move the needle.

A Phrase to Try

"I'm telling you this because I think you have what it takes, and I don't want anything to get in the way of that."

Put it at the beginning, the end, or both. It signals exactly why you're having this conversation, and for a Type 3, that's genuinely true.

Resources + Next Steps

1) Have something to add? If you're a Type 3 and want to push back, validate, or add something to the list (or if you work with a Type 3!) and want to share what you appreciate about how they give feedback, we'd love to hear from you at enneagrammba.com/contact.

2) If you want to keep building your leadership communication by type, grab the Enneagram Manager's Prompt Pack, a practical, downloadable guide organized by real workplace situations so you always know what to say and how to say it. Find it at enneagrammba.com/resources.

Enneagram MBA is a team training and leadership development company based in the Louisville metro area. We help organizations build self-aware, high-performing teams, using insights from the Enneagram.

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Striving to Feel Powerful meets Striving to Feel at Peace

The Eight and Nine pairing is one of those dynamics where the differences are impossible to miss and the similarities can be completely hidden. 

Eights tend to be direct, decisive, and energized by challenge. Nines are steady, accommodating, and energized when everyone is getting along. 

But here's what most people miss: both types are deeply loyal, both are quietly protective of the people they care about, and both have a stubborn streak that isn't always visible until something important is on the line.

The Eight's striving to feel strong and in control isn't aggression, but rather self-protection. They push hard because backing down feels like losing something important about themselves. The Nine's striving to feel at peace isn't necessarily passivity, but rather preservation. They accommodate because conflict feels like a genuine threat to the stability they need to function well.

When those two strivings meet in a workplace, you get a dynamic that's full of potential and can also be full of landmines. The difference between the two usually comes down to whether both people understand what's actually behind the friction.

The Strengths of This Pairing:

• The Eight generates momentum and makes the tough call; the Nine builds the consensus and brings people along. Together, they can move fast and sustainably
• Nines have a rare ability to receive an Eight's intensity without shutting down or mirroring it back, which often makes the Eight more effective with others
• Eights give Nines something they often struggle to find on their own: permission (and sometimes pressure!) to take up space and speak honestly
• Both types are fiercely loyal to their people; when this pairing trusts each other, they can create a workplace bond that runs deep 

Where the Potential Can Show Up:

• The Eight's directness can feel like an attack to a Nine striving for peace, even when zero attack was intended... and the Nine won't say anything, so resentment can build
• The Nine's tendency to go along can quietly drive an Eight up the wall, because Eights actually want real pushback. It doesn't feel safe when they can't get a read on someone.
• Unresolved tension looks completely different for each type: the Eight escalates, the Nine withdraws, and neither one is actually resolving anything
• The Eight reads the Nine's calm as disengagement; the Nine reads the Eight's intensity as a sign that something is already wrong

Reflection Question from This Episode: Where on your team is someone striving to feel strong and powerful and someone else striving to feel calm and at peace? Is the organization/team creating conditions for both of those to actually get what they need?

Resources + Links:

• Learn more about the 3-part Dream Team Momentum program: enneagrammba.com/enneagram-team-workshops
• Run your own Enneagram Workshop: enneagrammba.com/enneagram-workshop-kit
• Connect with Sarah on LinkedIn: linkedin.com/in/sarahlynnwallace/
• Take the 2-question Enneagram quiz: enneagrammba.com/blog/enneagramtest
• Work with Sarah - workshops, speaking, and team facilitation: enneagrammba.com/enneagram-speaker

Have a request for a future episode? Drop a text here!

If you work with or manage a Type 4 (or if you are a Type 4!) this one's for you. In this episode of our Starting Monday series, we're breaking down the do's and don'ts of giving feedback as an Enneagram Type 4: the Visionary. As always, the goal is simple: take these insights and put them to work by Monday.

What You'll Hear in This Episode

Type 4s bring something genuinely rare to feedback conversations: real, deep empathy. They have an almost uncanny ability to see the whole person in front of them, not just their performance, but who they are. That's a gift. But like every type, the very thing that makes the 4 great at feedback can also get in the way if left unchecked.

We walk through three things to do and three things to avoid when giving feedback as a Type 4, including a specific phrase you can use to open the conversation in a way that's both honest and caring.

3 Things to DO as a Type 4 When Giving Feedback

1. Lead with genuine connection. You naturally create emotional safety. Let the other person feel seen before you get into the substance of the feedback. 
2. Back up your observations with specifics. "I noticed in the last three meetings, you seemed disengaged" lands differently than "something feels off with your energy lately." You're still using your intuition, just anchoring it in something observable and actionable.
3. Trust that honesty is kindness. Clear is kind. You may want to protect people from discomfort, but holding back the feedback they need isn't protecting them; it's withholding. You'll deliver it with care. Trust that.

3 Things to AVOID as a Type 4 When Giving Feedback

1. Letting the emotional temperature of the room decide what gets said. If the other person seems fragile or it "doesn't feel like the right moment," the conversation can keep getting pushed. Check in with yourself — it might actually be exactly the right time.
2. Framing everything through feelings language alone. "My sense is..." and "it felt like..." are valid, but they need to be paired with observable specifics. Without them, the feedback can be too easy to dismiss.
3. Making it about your emotional experience rather than theirs. It's a subtle shift, but an important one. Ask yourself: whose feelings are being centered here?

A Phrase to Try

"I want to share something with you because I think you're capable of more , and I care too much about you and your success to stay quiet about it."

Make it yours. But that spirit of "I see more in you than what's happening right now" is very much in the Type 4 wheelhouse, and it's a powerful way to open a hard conversation.

Resources + Next Steps

1) Have something to add? Are you a Type 4 who wants to push back on something or share what's worked for you? Or do you work with a Type 4 and want to share what you appreciate about the way they give feedback? We'd love to hear from you at enneagrammba.com/contact.

2) If you want to keep exploring how to lead and communicate better by type, grab the Enneagram Manager's Prompt Pack. It's a practical, downloadable guide organized by real workplace situations so you always know what to say and how to say it. Find it here.

Enneagram MBA is a team training and leadership development company based in the Louisville metro area. We help organizations build self-aware, high-performing teams using insights from the Enneagram. 

Have a request for a future episode? Drop a text here!

NEW RESOURCE! The Manager's Prompt Pack: Scripts for All Types in All Situations

Download Now for just $47.

Striving to Feel Perfect Meets Striving to Feel Safe

What happens when the person striving to get everything right teams up with the person striving to feel safe and certain? In this episode of the Coworker Chemistry series, we're diving into one of the most quietly complex pairings in the Enneagram: Type 1 and Type 6.

On the surface, these two look like the dream team. Both are dependable. Both are thorough. Both would rather over-prepare than be caught off guard. But underneath that shared work ethic, two very different strivings are running the show, and when they rub up against each other, things can get complicated fast.

We're breaking down:

• Why the One's striving to feel perfect and the Six's striving to feel safe and secure are more compatible than they look...and where they can collide
• The specific friction points this pairing creates (including why Six's questions feel like undermining to a One, and why One's certainty feels like a threat to a Six)
• How these two types communicate completely differently under stress, and what each one actually needs to hear
• What this dynamic looks like when a One is leading a Six, when a Six is leading a One, and what peer-to-peer looks like when trust is (and isn't) established
• The growth paths that can turn this pairing from a loop of perfectionism and anxiety into one of the most reliable duos on your team

If you work with a Type 1 or a Type 6 (or you ARE one!) this episode might feel a little uncomfortably familiar. :) 

Reflection Question from This Episode: Where on your team is someone striving to get it right and someone else striving to feel secure? And are you letting both of those be valuable?

Resources + Links:

• Learn more about the Dream Team Momentum program here
• Connect with Sarah on LinkedIn: linkedin.com/in/sarahlynnwallace/
• Take the Enneagram assessment: the 2-question quiz
• Looking for a gift for your coworker or boss? Find their type-specific mug

Have a request for a future episode? Drop a text here!

Set the stage for collaborative coworker chemistry among all the types inside your team with the Enneagram Introduction DIY Workshop Kit: 

https://www.enneagrammba.com/enneagram-workshop-kit

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What happens when your most standards-driven coworker teams up with your most relationship-focused one? In this episode, we're kicking off a brand new series on coworker chemistry, and we're starting with the Type 1 (striving to feel perfect) and Type 2 (striving to feel connected).

We're breaking down:

• What makes the Type 1 + Type 2 dynamic genuinely powerful
• Where the friction shows up (and why it usually goes unspoken)
• How these two types communicate completely differently (and what to do about it)
• What this pairing looks like when a One is the leader vs. a Two, and what it looks like peer-to-peer
• One growth recommendation for each that can ensure this dynamic is collaborative and successful 

Whether you're a Type 1, a Type 2, or you manage someone who is, this one is going to hopefully give you some fresh perspectives and maybe even some good-natural laughs at yourself and one another :) 

Have a request for a future episode? Drop a text here!

Get access to the DIY Workshop Kit plus get the "Coworker Chemistry" add-on slide deck for free (a $95 value): 

Step 1: Add the DIY Kit to your cart: 

https://www.enneagrammba.com/enneagram-workshop-kit

Step 2: Check the box under the checkout section to add your free access to the Coworker Chemistry slide deck using the coupon code FEBENNSIDER (valid the whole month of February 2026). 

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In this episode, you'll hear about how the Enneagram works differently with long-standing teams, and why it can be even more powerful at this stage.

Tenured teams bring a lot of trust, loyalty, and company knowledge. But they also bring established patterns, unspoken roles, and sometimes outdated assumptions about one another. The Enneagram can help teams move from “That’s just how they are” to a deeper understanding of motivation, stress patterns, and growth potential.

If you lead or work within a long-standing team, this conversation will give you considerations for how you can see familiar dynamics with fresh eyes.

When you listen in, we'll cover: 

• What makes tenured teams unique
• The upside of comfort, trust, and shared history
• Why teams often say, “We already know ourselves”
• How to update outdated labels and team roles
• Practical ways leaders can use the Enneagram 

Key Takeaway

The Enneagram isn’t just for teams trying to figure out who they are. 

It can be incredibly useful for teams who already know each other because it brings awareness to the patterns everyone has learned to live with.

Young teams use the Enneagram to discover who they are.
Tenured teams use it to update who they’ve become.

Interested in Bringing This to Your Team?

If your team has worked together for years and you're looking to revisit seasoned dynamics with a fun and fresh perspective, you can learn more about Enneagram workshops and leadership programs at enneagrammba.com.

Have a request for a future episode? Drop a text here!