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You're listening to the Enneagram at Work Podcast, a show about understanding people at work, including yourself. I'm your host, Sarah Wallace, and I'm looking forward to diving into this week's episode with you. Well, welcome. If this happens to be the first episode you are listening to over here on Enneagram at Work Podcast, and welcome back if you are a returning listener. We are in the middle of a series that we're kind of dipping in and out of, but a series on using the Enneagram in feedback and performance review situations. And uh the intention of this isn't to say, hey, we're the leading experts on how to conduct a performance review or a feedback conversation. Um instead, it's meant to give you just kind of expand your language and to give you some specific things to look out, um, to look out for, especially on the strength side with those that you may be giving feedback to, um, so that you're able to really pay attention and give more specific uh uh, what's the word, specific recognition for the things that they're doing really well. And then to um maybe give you some specific ideas for growth opportunities and development opportunities based on their Enneagram type. Obviously, this is not a 100% true, 100% of the time, 100% of type 9s. Um, but it could be a starting point and a great place to ask your, in this case, today we're gonna be getting into the type nine. So your type nine employee, hey, I heard this or I've read this about the nine. What about this is true for you as a unique human being? What is this, what about this is true? And it just gives a really nice starting point rather than, hey, tell me about, you know, how how do you like to be given feedback or what's the best approach for you? Um, this is like, hey, I heard this, this, this ABC. What it what feels true for you? So that is the intention of this episode. Um, I've been diving into uh kind of the the the current state of performance reviews, performance management. Um, and there is some interesting stats and trends, um, some unique things that companies are doing, some things that companies are letting go of and have been letting go for the last decade or so. Um, and so we'll we'll talk more about that. Uh, I want to do maybe a kind of state of the performance review based on some of this. Um, so stay stay tuned for that. And I think that could be kind of interesting. Um, there's an article I read recently called the 68 performance management statistics for 2024. So I'll I'll include that here just because I mentioned it. Um, but there was some interesting things on uh what managers are saying, what HR leaders are saying that is working and effective, and things that are not so effective anymore. So I think that could be interesting as you kind of approach using the Enneagram in your feedback and performance review process. So, with that, let's dive into our type nine specifically today. As a reminder, um, our type nines are striving to feel at peace. And this includes internal peace and then out outward, uh, external peace. Uh uh, and so hey, I want to be, you know, I want to feel peaceful and calm inside. And I also want my outside environment to be, you know, peaceful, harmonious as well. So that's what our nines are striving for at the end of the day. Um, I do want to touch on their strengths like we've done for the others so far. Uh, if you are joining us, if this happens to be your first one uh or your first one in the series, we have covered type six, we've covered type seven, type eight, doing type nine today. And one of the trends that I'm hearing about, reading about, seeing, learning about more is this uh peer-to-peer feedback. So maybe you're joining us to kind of see what this one's gonna be about. Maybe you don't identify with a type nine, but either you're leading a type nine or you're working with a type nine. Um, so this could be a good one to help you better understand that teammate and how uh to work better, collaborate better, communicate better uh by understanding their feedback preferences and then understanding, hey, you know, this thing might drive me insane about them, but actually, you know, now that I'm hearing this, it's actually a strength of theirs. So whether you identify with a nine or not, I think this will be hopefully helpful to you. So our type nines tend to have, like so many of them, have a lot of really important strengths. Um, and the this type is their leadership style is called the consensus builder because they have a way of influencing and leading by making everybody feel included, by making everybody feel seen, their opinions heard, even if they don't go in that direction. Um, I think you know, we all appreciate being being noticed, being listened to. Um, and if, you know, should should the our opinion, you know, not match up with the that direction, at least we had an opportunity to voice it. And nines are really great at that. Um, they gain commitment and can influence through this consensus building, through being really inclusive, being open to hearing a wide range of opinions and thoughts. Um, they make other people feel value by seeking their perspective. Nines tend to be really approachable. Uh, they tend to be pretty easygoing and level-headed, kind of that steady presence. Uh, they're not gonna get too worked up, too overly emotional either way. Um, and so they're they tend to be really calm to be around, um, especially in a crisis, but also, you know, calming because they're not gonna get too excited or stressed about whatever it is. And that can feel really good uh to be around sometimes. I'll I'll hear from people that they they their type nine teammate. They walk into the room, they walk into the meeting, they sit down and just, gosh, you just feel calmer. You just kind of breathe a sigh of relief having this person join in. Um, and so that's just this anxiety-reducing effect that they have on others because of this presence that they have. Now, all of those are very powerful strengths. Like all of our uh types that we've talked about, though, when that strength gets dialed up, they can overdo it. So, some ways that they might overdo it is being kind of self-deprecating, uh, kind of hard on themselves to the point where, you know, it can kind of get uncomfortable. Maybe you're trying to give a type nine a compliment or or shout them out for something great they did, and they're gonna kind of turn it into a negative and be self-deprecating about it. Um sometimes our nines will avoid conflict altogether. And that means then that potentially they're avoiding having some really important and necessary conversations. And so uh, you know, we're not gonna be able to move forward, we're not gonna be able to be as effective or as productive because we're not having those uncomfortable but necessary conversations. Um, and sometimes when nines avoid conflict, that frustration comes out somewhere. And so uh they may be a little passive-aggressive, and then one day they just might completely lose it. They might have this built up, built up, built up, and they're gonna lose their temper. Uh, sometimes we'll talk about the nines kind of having this like Hulk energy where so calm, easy going until one day, you know, something happens, they've held it in too long and the Hulk comes out. And it can be very surprising and almost scary to people who don't know them like that. Um, and you know, that that's again, that's that's a hard way. It's like, well, I'm glad that you uh finally shared that you're angry and expressed that anger and frustration. Um, but at that point, then when it's like so aggressive and so um intense, you know, it may be, it may actually serve a purpose in some situations because we're finally getting people's attention. Um, however, sometimes it might also be um unproductive be just because of the level of intensity. And it's like, gosh, man, uh, you know, I wish you would have brought this up last month when you when you were really frustrated about it. Um sometimes because nines can see all sides of an issue, uh, can see all different kinds of perspectives, that's a strength. Uh, but then sometimes it can cause them to be a little fuzzy around um picking a direction and committing to uh, you know, uh an approach. Also, sometimes they can be a little fuzzy around the details and communicating those to the team because then they're you know having to draw a line in the sand. And sometimes that can feel hard. Um sometimes too, we'll kind of get pegged with having this nice guy, nice girl, nice uh person syndrome. And nines can feel like they get walked over, which again can lead to the nine maybe acting passive aggressively or one day just kind of losing it. Um, they may avoid taking action or making a decision because they have a lot of self-doubt at times. Um, and then they they may hold back um on, you know, uh tooting their own horn or bringing up their successes or reminding the team or the manager of their accomplishments for the for the benefit of career advancement, because they either that feels um that feels too self-promotional, or it feels like, uh, well, am I really, did I really do this? So they may struggle with some self-doubt, like like all of us can. So those are some things that as you're supporting a nine to be aware of. Make sure that you are absolutely paying attention to those strengths. And they're also um paying attention to what it looks like to overdo a strength. And and here's some specific language on maybe how to recognize that. So our type nine, um their resource points uh are to the type three and to the type six. And so a lot of times our type nine um will initially avoid that type three resource point though, because it can feel type threes are striving to feel outstanding. And I hear from nines on a regular basis that um they really are sensitive to themselves being too self-promotional and others, you know, it can be annoying uh when they see others, you know, patting themselves on the back. And so that type three energy striving to feel outstanding can feel really uh sometimes triggering to a type nine and something that they want to avoid. Ironically, there are a lot of opportunities for growth for our type nine in that striving to feel outstanding. Some of those include being more goal-oriented, being more action-oriented, uh, being more decisive, being more self-trusting, uh, being more assertive and being more confident. Now that's really easy to put on paper, and this is a question that we'll talk about sometimes because um this is a common uh, especially the confidence piece of you know, growth is also one for our type sixes. And we'll get we'll talk about the question sometimes in in workshops and in different sessions around okay, I'm getting feedback to be more confident, but but how do I actually do that? Like how how am I supposed to be more confident when I don't feel confident? And you know, that is a really interesting conversation. And one of the things that comes up for me a lot and that has worked um, and then I see for myself and then I see out in others is is just practice. The only way to get better at public speaking is to do more public speaking. The only way to get better at uh, you know, speaking up, speaking more confidently is to speak up more. And are you going to do it perfectly? And are you gonna do it? Are you gonna knock it out of the park in the beginning? Absolutely not. No. Uh, but you'll never get to that that level 10 or even level eight if you first don't work your way up to level one, two, three, four. And the only way to do that is by doing. And so I think that yes, we want our nines to be more confident, maybe, um, to be more self-assured. Sure, that sounds great. Um, but as a manager or as a supportive teammate, as a type nine, um, remembering that the only way to do that though, uh is by doing, is by doing so that you can you can gain the confidence through experience, through action. So I like that that uh uh being more action-oriented uh piece here from our three. I think there's indirectly confidence will come with that. Uh more decisiveness will come with that uh when you have the experience that you have gotten from taking action. Um there's also, yes, our type six can be the stress arrow for our nines. Uh type sixes are striving to feel secure, but you know, there's some opportunities for growth that we can kind of tap into to enhance our nine as well. And that is sixes are known, like nines a little bit, but sixes are known for being incredibly loyal, uh, really focused on the common good, uh, being collaborative, all very much sounding like our type nines and really committed to others. And so we can just kind of underscore that for our type nine opportunities for development, pulling that in. Um, also seeing adversity as resiliency, I think could be a good reminder that yes, we may, you know, we may come into some conflict uh, you know, with a teammate, with another group, and that's okay because sometimes we need that conflict to get to the piece on the other side of that. Um, and you know, when we have again experienced that conflict and experienced that adversity, um, we're that much more stronger, we're that much more resilient, we're that much more confident that we can get through other things. So those are some reminders of our sixth um resource point there. Um and then for us for a nine, we have talked about overlapping the emotional competencies, the emotional intelligent competencies. And there are several on here. Uh, let's see, one, two, three, four, five, six, seven, eight, nine, ten, eleven, twelve, thirteen, fourteen. So we have 14 on here. And the three that are recommended for the nine. Now, this is a recommendation, this is a suggestion, this is a a point of direction. Uh, so these three may, there may be something in here. Um, but you may feel like, oh, I've already got a handle on these, or oh, we've already been working together on these, or these aren't important. So, so pick some something else, right? Um, but these are just suggestions based on the Enneagram type, in this case the nine, and then their two um arrows or resource points, which is the three or the six here. Um for the nine, their emotional competency direct development opportunities are influence. And uh this is one where it was kind of cool. Um a couple months ago, I did a workshop and there were a handful of nines, and they picked uh influence, and then another one picked achievement drive, which we're gonna talk about in a second. And they said, you know, I would have never ever thought to pick that as a focus or as an opportunity for growth, um, either because it just wouldn't have been on my radar, or I just wouldn't have even thought that, like, oh, that's something I'm capable of or necessary. But I they ended up really feeling inspired and motivated, um, and honestly getting a little emotional thinking about, oh, I could be influential. Um, and so nines are incredibly influential. They just don't always see themselves that way. So that might be uh one for our type nines to think about. Um the other one that I just kind of alluded to was the achievement drive, tapping into that three emotional competency, which threes tend to be uh really in touch with that drive. Oh oh, and I want to go back though. I want to go back um and give you the definition for these. So influence is defined as a relationship management competency, and it's utilizing effective tactics for persuasion. And I don't know that nines often see themselves as persuasive or influence, influential. So I love that one for a nine. Um, the achievement drive is identified as a where do I have that on here? Self-management competency where it's striving to meet or exceed a standard of excellence, looking for ways to do things better, setting challenging goals, and taking calculated risks. So threes, we're we're tapping into kind of that the typical tendency of a three. Um, as a nine, I you know, again, this goes back to that looking for ways to be more action-oriented, looking for ways to get out of our comfort zone that move us in the direction we want to go. Um, move us maybe into a challenging situation or um a challenging goal, like this is talked about, which may not always feel natural for the type nine who is looking to be at you know, at peace and harmony and comfort. Um, and sometimes that means status quo. Uh, but there's an opportunity for growth here with that achievement drive that we can kind of borrow from the three energy. And then um the other one that nines have an opportunity to tap into is to look at the conflict management skills, which I have associated with our type six here, because sixes are much more comfortable in speaking up and saying, hey, that doesn't sound right, or questioning authority or questioning the direction. And it might cause a conflict with someone else. It might cause, you know, uh the boat to be rocked a bit. And that's okay. And and we have talked about this with our sixes. It's such a gift, it's such a needed energy, such a needed perspective on any team as a leader for that questioning, that skepticism, that hey, do we have our basis covered? You know, are are we uh prepared? Are are we uh planning for what we need to? And so nines have a lot of opinions. And I think sometimes when you see the memes or just read the little snippets. About nines, it's like, oh, they they don't have their own opinions. They just go with the flow. And from what I have learned over the years, and from talking and hearing from nines, a most of the time, sometimes that's true, but most of the time, they very much have strong opinions and they have a lot of opinions. They just tend to kind of pick their battles on oh, does it just make sense to like nod my head and agree? Or is is it worth my effort? Is it worth the time and energy to disagree in this situation? Um and so that's something they're constantly thinking about. But sometimes they might think, oh, is it worth the risk of having a conflict? And it it may require a little bit more energy. Um, and it may feel uncomfortable, but looking for ways to tap into that conflict management. Um, the conflict management is defined, let me see here, what do I have? It is another relationship management competency, and it's defined as tactfully bringing disagreements into the open and negotiating and resolving disputes, which because of their ability to see all sides and to understand people's different viewpoints, nines can be excellent at this. It's just kind of having taking that initial step and being willing to put themselves in that situation and having that conversation. So, like all of these, we have then talked about okay, so how do we want to take this information and kind of put it into an implementation plan? And in this part, there's three phases. So the first section here, you can do with your manager, you can do with a teammate, um, you can just sit down and do yourself. But the first part is grow your awareness. So you want to first identify what's the goal. So typically when we do this exercise and workshops, we'll pick um, we'll pick one of those specific emotional competencies so that you have three options. Again, if if none resonate with you, there are others, um, depending on what you want to work on. And sometimes too, if you're torn between two types, I always tell people, well, pick the one you wanna wanna work on the most. Maybe you're having some challenges at work based on that kind of type's tendencies, go with that one. Um, because at the end of the day, it doesn't matter the type. It's using this for growth and relationship building. So which one is going to uh, which one feels more compelling with that growth development, relationship development piece? So, you know, let's say um, let's say it is influence. Hey, okay, I want to be, I want to be more influential. Great. Okay. Um, what are the current behaviors that you're doing that may not be supporting that goal right now? And so maybe it's, oh, you know, I'm I'm not speaking up. I'm holding, I'm keeping my opinion to myself most of the time. Um I'm I'm doubting myself, I'm questioning, you know, my opinion. So whatever those current behaviors are. The third part of this phase is what are the impacts of your current behavior on your team? So, well, your team maybe isn't getting access to your great ideas and needed opinions and you know, unique perspective. So they're missing out on that. Or um, everybody else is, you know, wanting to jump into something, but you kind of have a different opinion that could really benefit the team, maybe really benefit the project or the client, and they're missing out on that. So, what are the potential benefits of the team with this new goal, with you being more influential? Um, maybe it's a as a nine, you're wanting to step into uh a leadership position, or you're you're leading a nine and you want to bring them up in the ranks of of becoming a manager. And so um, hey, you know, we'll we'll continue this growth path. You'll be that much better of a of a manager if we can focus on this goal of in this case, influence. So, whatever those are, these are just ideas, those, these are not perfect ideas, but those are the four pieces of that phase. Grow your awareness. You want to identify the goal, identify your current behaviors, um, list the impacts of your current behaviors on the team, and then what are the potential benefits with this new goal and with these new behaviors? Okay, and then phase two is what's gonna get in the way? What is gonna get in the way of this? Understanding those obstacles. So, how will the preferred strategy um be in conflict with this goal? For our type nine, how does wanting peace, inner and outer peace, get in the way of this goal of being influential? How might that impact that? Um, and then how can you reframe that preferred strategy so that it aligns with the goal? How can you reframe what it means to be at peace so that it aligns with being influential? And then the third phase here is planning and practice. So identify a specific action or new way of thinking. And you don't need 10 things here. It's just is there is there one, maybe two things, uh, actions, new ways of thinking. You know, I I will practice uh maybe an action is I will, I will, you know, practice sharing my opinions, speaking up in meetings more. I'll make sure that in every meeting I'm contributing, you know, one, at least one comment, opinion, whatever it might be. Um, and that's a good kind of tangible way to measure it. Or maybe it's in every meeting, I will say, you know, something, share something twice rather than just kind of sitting back and nodding and agreeing. Um, who else needs to be involved? Um, is it an accountability partner? Is it your manager? Is it uh somebody at home? It, you know, what who else? Is there anybody else that needs to be involved in this process that would be supportive to your goal? And then how will you know that progress is being made? What are the clues that are gonna let you know? And this is really important too, because I think sometimes we're like, hey, here's my goal. And then it's like, well, how how will you know that that progress is being made along the way? Um, how will you be able to say, like, what happens in between, hey, here's my goal. This is what I want to work on, and oh, I've achieved my goal. I feel more influential. Like, what are the things that are happening in between? Is it, oh, I'm I'm getting feedback from people that and they're you know, complimenting me or they're recognizing me, or um, I am feeling less frustrated because I am sharing my opinion more, or I'm feeling more inspired, or I'm feeling more engaged at work because I am you know leading through influence, um, whether it's your clients or your team members, whatever that looks like for you, that is a very important question to ask. How will you know that pro progress is being made? Um, and so this is a you know a very short, simple kind of development uh plan, uh information to implementation plan. Um, but I think it gives you a lot of really great things to think about. And you're, of course, your organization is gonna have their own plans and questions and suggestions for identifying your goal and working towards your goal. So use this as a way to complement that, um, to maybe fill in any gaps or just to enhance the questions that are already um available within your organization, if if they are. Um this is by no means meant to take the the place of that. But um the last thing that we have been talking about when it comes to feedback and performance reviews is so we have talked about, we want to make sure that we're talking about strengths. Um, there were some stats that said, gosh, you know, in in these, even in like regular check-ins, it is incredibly demotivating uh to constantly be reminded or be told of what you're not doing well and never being told what you're doing right. And what you're doing right, there needs to be more details around it. It can't just be keep up the good work. Great job. Great job on that project, great job on that, that client, closing that client, great job on leading the team. Like, like what specifically was a great job? Like, what did you see as a manager talking to a nine? You know, what did you see in that nine that you're that's that was a great job? Like being more specific. And sometimes it's because like we're just not, it's like, oh, we're maybe not voicing. Well, it's because they really were able to get everybody on board. Uh, they were really were able to manage that project um and navigate like kind of a difficult client situation because of their ability to remain calm, because of their ability to see all sides. Um, and so making sure that you're bringing up those specifics. This is by not no means an all-encompassing list of all the strengths of a nine um or you know, a complete list of a of a human being. So there may be other things that aren't on here, but hopefully this spurse some ideas. So we have talked about strengths to make sure that we're also including in the feedback that that tend to be common strengths of a nine. Talked about what it might look like uh for a nine to overuse their strengths. And in other episodes, we have talked about this saying, will that make sense? And sometimes when we are giving difficult feedback or what feels like negative feedback, um, that that phrase, will that make sense, can sometimes take away the sting a little bit. Um, because it's like, listen, this makes sense that you might struggle with um speaking up or assertiveness or sharing your opinion or direct communication because of this motive, this value, this core strategy that you have to feel at peace. Um, other people who value feeling at peace, inner and outer peace, also struggle with this. So this makes sense that this is a struggle. Um, and even just that sometimes can feel like, oh, you know, I want to be perfect, I want to do everything awesome. Um, however, it's like, okay, yep, I that this makes sense that this would be one of those things for me to work on based on how my my view of the world, what's most important to me, how I tend, you know, to cope with things. Um, so we've talked about overusing strengths, and then we talked about how we can use the Enneagram arrows or resource points to also add some specific language around growth direction, growth development. And in this case, it's the type three and the type six for our nine. And then we talked about based on those three points nine, three, six, there are some corresponding um emotional competency uh strategies that can also be brought into the mix. So again, it's influence, achievement drive, and conflict management for our type nine. And then the, and then we talked about kind of that formula for turning this information into kind of an actionable plan. And then the last thing that we'll touch on is um how to give feedback to our type nine. Um, this is just a snippet, this is a starting place. I always, I know you probably get tired of me saying this, but I never want someone just to jump in and think, oh, this is all nines, think this way. All nines want this because it's absolutely not true. And I know that, we all know that. Um, but these are tendencies, these are common, these are common um commonalities with someone who identifies with that type nine. Um, I have heard that they very much want clear expectations. And this is really interesting because I don't know that this is like a, like a uh really uh what's the what's the word that I'm saying? Like uh no-brainer kind of kind of thing based on, oh, you know, you want peace and and harmony. Um, clear expectations, though, I hear time and time and time again is something that we all want, right? But nines will say, listen, I'm okay if you want to give me direct feedback and speak to me, you know, really directly, as long as like you're clear, clearly communicating those expectations. In fact, I appreciate that. Like I want that because I want to know what's expected of me. I will hear from nines that they say, gosh, it's one of the worst things not to know like what someone expects from me, not to know what I'm expected to say or do in a meeting for the project goals or my participation in the group not to be clearly outlined. Like that feels really like anxiety-invoking for that not to be clear. So, I mean, I think that's for all of us, but especially the nines. I hear that a lot. Um, also, uh, something that I've heard is avoid overwhelming them, avoid overwhelming them with strong emotions, um, a lot of emotions, avoid overwhelming them with too much uh detail or kind of uh dumping your opinion on a certain thing. Um, so just be being cautious of overwhelming them uh with emotions, details, opinions at one time. And then uh nines typically will prefer a more kind of diplomatic, uh you know, politically correct uh way of giving feedback. Um, they may want the feedback, the sandwich method. They they may just want you to give it to them straight, but they they want kind of maybe be a little bit softer and diplomatic with with how you give it. Now, again, some nines may not care, other nines, yes, that that's gonna be true. At the end of the day, they want to know that their efforts are appreciated and that they are making a positive contribution. Okay. Now, that doesn't mean that they necessarily want their name in the company newsletter. That doesn't mean that they want to be called on stage and be recognized for their efforts and accomplishments. Um, nines, again, we we talked about that with that kind of like interesting push-pull relationship with being in the spotlight, feeling outstanding, worried about being too promotional, self-promotional. Um, that this is a great question to ask a nine. Listen, um, you know, I know it's important that your efforts are appreciated, you're doing a great job, you're you're positively contributing to the team. We need you, you're doing all these things. Um how how do you want me to like what feels like a great way to share that for you? Like, is it enough to have this private conversation? Like, is it like, do you want to be recognized uh at our next team meeting? Um, can I recognize you in our next team meeting? Um, or would that feel almost the opposite? Would that kind of embarrass you or feel like torture? Um and just have having that conversation. But these are some things, again, just to be aware of, to be thinking about, to be a starting point for the very specific, unique human being in your life that may identify with a type nine, but may not identify with all of these. So guidance, ideas, recommendations for giving more specific feedback and some specific direction for growth opportunities. Of course, we can grow by, you know, with all the types. There's all kinds of growth opportunities within there. Uh, but typically those two resource points are kind of where we're gonna get the most bang for our book. So we start there and then can continue working around. So, with that, um, I've said this with all of these. If you happen to be a type nine, and I know it may not be as natural for you, but if you have uh opinions that may be different than this, your experiences different that you think would be helpful for other listeners, for the listeners or other nines or other people who are not nines to know about how that shows up for you in real life. I would genuinely love to hear those comments. You can leave a voice memo comment, you can leave a text comment. Um, there is an Enneagram at work hotline in the link here in the show notes uh that will be an opportunity for you to drop those thoughts. Um, you can be anonymous, we can shout out your name if you want, uh, probably I'm assuming for our nines probably would be anonymous. We can absolutely do that. Uh, but you know, I don't I don't operate uh as a type nine. And so I can only share my experience uh with nines, what I what I've learned about nines. But if you are somebody who is living that nine life um and has something to either kind of underscore that was said today or something that's different or another thing to think about, uh, please share. I genuinely want to hear from you and I I think it makes um it would be beneficial. I know it would be beneficial to the listeners as well. So thank you so much for being here. If you happen to be a manager or a team leader who um is looking to bring this sort of information, this sort of emotional intelligence, relationship management, professional development information and discussion, facilitation and discussion to your team this summer, fall, winter, I'm gonna invite you to check out the options over on Enneagrammba.com. We have starter workshops that, you know, two hours to a full day to multiple days to additional programming where we talk about topics like understanding our feedback preferences, giving feedback based on how others prefer to be given feedback. A lot of times we'll talk about that saying it's not treat others like you want to be treated, it's treat others like they want to be treated. Um, and so if you want to use the Enneagram to um bring some of those concepts and uh teachings and development to your team, uh we have all kinds of options where we can include topics like this inside your own Enneagram experience. And those options start at Enneagram MBA.com. As always, thank you for being here. And I hope to see you back in the next one.