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Welcome back to another episode here on the Enneagram at Work podcast. I am your host, Sarah Wallace, managing director and founder here at Enneagram MBA, a team training company where we have self-led and professionally guided Enneagram workshop experiences and programming that you can check out all those options over at EnneagramMBA.com. I'm so glad that you are here. Welcome back. If you are a returning listener, welcome if this is your first one. I hope to be saying welcome back to you in the future. We are going to be talking about using the Enneagram with a young team. And I've been talking about this one because it's been on my mind for the last couple of months. We had several groups towards the end of last year for no, no particular reason that were on the younger side. And younger side meaning pretty fresh out of college, a year, a couple years out of college, very much under 30, maybe even under 25. And it's less about talking about kind of general generation. There we go. Use my words, a generation topic. And just more so at that age, some things to take into consideration when you have a tool like the Enneagram that you're using among your department, your team, your organization, whatever it might be. Tomorrow I am going to be doing a follow-up session with one of these younger teams. And so I thought, oh, this is a great time to get this recorded. It's been something that I've been thinking about, talking about, I know, here, here and there. Tomorrow's workshop is a virtual workshop for about 30 or so uh new hires that have joined an organization uh over the last year. So between the the time we did the last session with this organization, their full department, um, and uh what was it, December, November of last year, um, all the people that had been hired um since then attended this introduction to the Enneagram in-person session. So we did that for a half a day. Tomorrow is something that we will occasionally do with companies, with teams where um they have some additional questions. There was a lot of interest among the team. Um, and so we're gonna do a follow-up to help answer questions specifically about type, how to use it, practical ways for them to use it in their specific team with their specific career uh trajectory. Um, and so that's always just a nice way to kind of revisit and continue to keep alive what they learn during that initial session. So that's always something that we have available when we are working with our clients because it is, it can be a lot of information and it can be um so eye-opening, so insightful. You can have some really meaningful conversations. And then, of course, there's gonna be questions about your own type, about the dynamics with another type. So that is the intention of tomorrow, but it is with a um younger team. And so I thought, let's talk a little bit about some things to keep in mind and consider when you're using the Enneagram with a younger team. And this doesn't mean not to do it at all. In fact, the opposite, um, this can be a wonderful self-awareness, initial self-awareness starting point for so many people who maybe have not done anything like this before. And the Enneagram and the session that you host can be kind of their first step in that direction. So um I had mentioned in previous podcasts, and I will mention it here just in case you haven't heard it before. Um, but if you've been listening, you might have heard me say this again. Here at Enneagram MBA, right now with our workshops, we have used and continue to use the Enneagram Institute 144 questionnaire. Typically, this takes about 30, 40 minutes to complete. It is very in-depth, but even then, it is not 100% accurate. So we hold it as a data point. It's a strong data point. And what I do really appreciate about this particular assessment over some of the others is that it gives you a report on the first page, really clear, really easy to see of all nine types. And then it gives you a ranking and of a point, amount of points, um, how heavily you ranked in those nine types. So, really quickly, you can see your first top type, second type, top three, which I always really like. We we typically look at those, the top two or three. Um, don't get married to the top one, as I always say. Um, and then you can really quickly see what your bottom one or two were. And that can be interesting and and um helpful in some other conversations that we'll have during our workshops. But uh for new people new to this type of thing, specifically younger people, um, those rankings, the points tend to be really close together. So towards the end of last year, I mentioned we had several groups. I think we had three or four groups that were, you know, I think the where the majority of the people were under the age of 25. And so for many of them, this was their first assessment that they have ever taken in the professional world, um, which, you know, how cool that it it got to be the Enneagram. Um, but it made typing a little difficult. Um because when the results for the Enneagram Institute specifically came back, they had, you know, they were really close on type nine, type two, type six, type seven. It was all really close. And sometimes like there wasn't a clear top three. It was like a clear uh uh, or I shouldn't even say it a clear. It was there was a like a top six almost. Um and so that can add to the confusion of gosh, all mine are so close, or I have so many that are tied. I have six in my top because three of them are tied, they have the same amount, they they scored the same amount. Um, so that can make, you know, creating um a team map uh a little difficult because people have, you know, four or five types on a single map. Um, and that's okay. That is okay. You just might want to do things a little differently with a group where um, you know, maybe self-awareness uh is still very much in the development phases. So this is very normal. Nothing is wrong with your team, nothing is wrong with you if you have this happens to be you. Um and I do really appreciate the if you are if you're wanting to take an assessment, I do appreciate the Enneagram Institute assessment for this reason. Um, I've talked before about other really nicely, very beautifully designed reports, typing reports that will come back. And some of them will give you a single type and then we'll give you, you know, 40, 50 page, very in-depth report on that type. The challenge with that is that what if you are, you know, somebody who hasn't had a lot of lived experience? You're you're less clear on your patterns. Um so you get that top type, but is that really where you're at based on your level of self-awareness? And so I think that something like the Enneagram Institute assessment that we use is so wonderful because um you can you can see, you know, oh wow, I'm really close on a lot of these. And typically that just means um not all the time, but most of the time, there's just a level of self-awareness that isn't super strong. And somebody who is just out of college, well, my goodness, of course that makes sense. Um, you're gonna have less lived experience. Your um clarity on your patterns and your coping mechanisms and defense strategies are not going to be as clear. Um, when you are in your first job in the professional world for the very first time, your job, that role, your manager, the company culture is going to heavily influence your behavior. So that could be another reason for mistyping or some struggling, um narrowing it down. Um, other reasons might be those survival behaviors or coping strategies often look like personality, but it's just this is what I'm doing to, you know, do a good job in my in my first job, to meet um my manager's expectations. There's just still so much to figure out. And so um there's gonna be some stress, um, some anxiety, probably with any, you know, first job. Um even if it's you know your second job potentially, it's just just kind of having that that newness to the workplace and and really um starting to find your own way. You know, you're you're out on your own, um, figuring life out, not just work, but but life as well. So um stress, our growth lines with our Enneagram type um might actually show up before the type even feels super clear and solid. So there's just, am I this type or am I just really stressed? Or am I this type or am I just having a lot of, you know, I'm a I'm a hammer a growth moment. So all those things um can play into especially making that typing process a little challenging. So some things that I have seen in past workshops um might be when it comes to type specific, um mistyping, I guess specifically, is there's probably you're probably going to see a lot of type three energy among your new hires, whether that ends up being their top type or not, because there is this um we do live in uh, we still live in a hustle culture. Um, there is a fear of not being good enough, of looking like you're not working hard enough, of um being behind. And so you might see some typical type three behaviors or tendencies showing up in many members of your team. But again, that that doesn't necessarily mean that is their core logic. They just might be kind of collaborating, uh not collaborating, um, calibrating to the energy of their manager or your company's culture. Um, you might see some type six energy showing up among people who maybe that is actually not their top type with um anxiety and over preparing, and maybe some people pleasing because they want to do a good job at their first job. Um, you might see some type nine energy among people who maybe that is not their core tendency or their core type with um not wanting to rock the boat, maybe not wanting to speak up, deferring to more seasoned teammates, um, just trying to blend in, don't want to, you know, don't want to stand out too much. You might see some type one, very similar to the type three, showing up uh among that could be a common personality trait where they're overcorrecting, uh struggling with some perfectionism, um, without that confidence yet. Uh again, wanting to look like they are and wanting to be seen as hardworking, uh, wanting their work to be excellent and perfect, um, what they say to be right and perfect with the the projects that they prepare. Um, so you might see some of that energy and that behavior channeled more at this level. Um, another one that I have also noticed um is type seven, uh, where there's a lot of excitement um about this new role, maybe about being a part of the a new company, but the focus is a little scattered and they're really excited about all the newness, but might struggle to um kind of find their footing and and get into the processes, the procedures, the proven systems, um, and and find success among those. So that doesn't necessarily mean if your member, that the younger members of your team or really anybody is exhibiting these behaviors, it means that they're this type. It's just okay, at this point in someone's career, these behaviors that we sometimes associate with these specific Enneagram types are very common. Like it makes sense why they would be showing up here. So um just again, hold that behavior observation, hold your behavior observations loosely. And it's really, as always, goes back to the root logic that is influencing our thinking that then influences our behavior. And sometimes there are common tendencies that the way that we express the type, um, but also even within a type, there can be various different expressions of that type, but that core logic or that core motive that we are motivated by the most um will will be behind, could be very different, even though um we're having similar behaviors among people. So it's very normal for the confusion. You can you can kind of see how there could be some struggle with typing. So, how can leaders use the Enneagram well with young talent? Um, the biggest thing is just don't force a type too early. And so I'm even thinking how we manage our team mapping activity and analysis when the majority of the team is so young. I don't know that that is the most helpful um activity or the most helpful or really accurate um representation of the team. And I think there's some other things that we could do instead. So um, you know, don't force that type too early. Um they don't don't think that anything is wrong with them or the Enneagram or or you. Um, we want to use as always, but especially at this point in somebody's um Enneagram journey, I guess, or or career even, um, is to use the Enneagram as awareness, as conversation starters, not as labels, boxing people in, um, saying that this is who they are and will forever be. So you very much want to um focus on things that are that will show up that um can be beneficial in the way that you manage them, that you work together. Um so you want to focus on how they respond to stress rather than what is your number? So we can talk about the Enneagram, we can provide the Enneagram education, uh, we can give people that language. And then that sometimes can be really validating. It can put um new ideas into people's heads about, oh, I, you know, I felt this way, but I didn't know how to articulate it. This is how I can articulate it. So we we want to use it as that, not you have to pick a number so that we can put your name on the team map, right? So we want to teach um communication skills, advocating for yourself about um how you feel supported in the workplace as a young team member. Um, we want to understand uh what drains us, what energizes us, so that we can share that information with our managers. And then as a manager leading a young team, um understand and have those types of conversations, not just about, I see that you're a type six, but you know, a lot of type sixes, a lot of type nines that have this in common, um, what rings true for you, and just start the conversation. Um, the Enneagram there is really to be a prompt, give you some ideas, give you a shared language. Um, it is not there to say, you know, we've gone through a workshop, everybody should know their type now. Okay. Um so those are some things that leaders can keep in mind when using it with their young team. And then how can young professionals use it for themselves? So if you happen to be listening to this and you are a young professional, um, you don't need to 100% know your type to be able to use the Enneagram to grow. Um, you can use this as an opportunity to better understand yourself. Um, you can self-reflect, you can uh, with trusted coworkers or trusted friends, family members, start to share what you're learning about the Enneagram, about your top types, and asking them what do they see, what do they notice, what do they see as true for you. Um, you can use it to notice what um energies drain you, what types of things um maybe make you feel less confident, what types of things make you feel more confident and more supported supported. Um, you can use this as a tool to by understanding more about yourself, to build self-trust that much faster. Um, and then you can you can practice with it, practice communicating um what helps you do your best work? What do you need to do your best work? And I think this is something that we are not taught, most of us are not taught in school to be able to really tune in and think, okay, I'm stressed or I'm drained or I'm anxious or I'm worried or I'm mad or embarrassed or whatever that is. Why is that? What's going on? What's going on behind this? And then what do I really need? And to be able to understand and then ask for that in a way, right? Uh, in a way, we don't want to um yell, make demands, you know, when we're talking about this, but um, just understanding what is it that I need, and then who do I need to ask for this and and and what exactly am I asking for? That alone could change your whole life, could change your work relationships, your personal relationships, romantic relationships, um, all kinds of relationships can change with that understanding of yourself. And then by that, you also will start to understand the people around you are doing the same thing, right? They're having the same challenges. They're also trying to figure out the things that you're trying to figure out. So um those those are some things that's kind of going on when you have a younger team. And with that, like I said, we're it it really has come to be a uh just a uh a bigger topic, I guess, that I I have thought about um in the last few months um because we had so many uh close together. So it's something I'm mulling over. And I'm thinking, okay, what might we do different moving forward? And I think the biggest thing though is to keep in mind that we do not want to pressure or um force somebody to quote unquote, you know, pick a type. Um, the Enneagram gives leaders, gives those young professionals a language for development. It is not just about that personality type. Um you could also, as a as a young professional or as a manager of a young professional, um, just kind of look at the the various types and see, okay, I'm not sure they they ranked really high on these three or four. And then looking at the some of the growth opportunities for these three or four, I uh it looks like this person has an opportunity to work on this the most or might be in need of these things the most. And so then follow that path, that guidance that the Enneagram gives us, and you don't have to be 100% sure if that's my title. It's just I think that this is this is these are the this is the path I want to I want to work on growing in. Um so just remembering that our early career professionals are still forming their identities. They are out in the world by themselves. Um for the first time, yes, there was college, but this is, you know, the the the big leagues. Um and so they're gonna be, they are gonna be shaped not just by their childhood, you know, that nature versus nurture uh argument um applies to the Enneagram too. I think it's both. Um so there's gonna be that, but they're also gonna be highly shaped by feedback, praise, fear of failure. Um, most of your new hires are gonna be high performers, but maybe just don't have a lot of self-trust yet. And and something like the Enneagram can give them some insights about themselves that can help them build that confidence. Um, and it can help leaders understand what motivates behavior under the surface. So just just know nobody needs to be fixed. It is just understanding, um understanding your people more as a leader, as a manager, and and giving them the the space, the tools like the Enneagram, um, the safety uh to to come to you, to share, to to talk through things without necessarily being judged or quote unquote, you know, fixed, um, giving them some guidance, some direction for not the answer, but potentially where to look for those answers. So the Enneagram, above all else, is not a labeling system. It really is a growth tool. It is a problem resolution system. And so that labeling piece is going to be a little bit more difficult with a younger team. But if you can think of it as I'm giving my team, you maybe their first uh, you know, step into self-awareness. Um, what a gift to kind of be that person for them, um, to give them that that that push to look at themselves, uh, to have those sometimes tough conversations. So don't expect that that deep, deep level of self-awareness too early. Um and you know, be be patient, be curious, um, most importantly, not judgmental, like Ted Lasso said. So, with that, if you happen to be a team leader who has a young team and you have done whether it's the Enneagram or other personality assessments, other self-awareness, you've used other self-awareness tools with that younger team, um, let me know. I'd love to hear what worked for you, what didn't. Um, I think if we can um be patient, look at questions like how does this person, you know, react to stress? Um, when does their energy drop? When does their energy go up? Um, when do they get reactive? What does that look like? Um, start to ask ourselves those questions, um, ask them those questions, and then even ask in stressful times, maybe when they've hit uh a roadblock, when they're up against a challenge, maybe when they're not performing their best. You could just simply, you know, what do you think is going on here? Um what felt hard about this? What felt uncomfortable for you here? What would support look like for you next time? And you can have these conversations, whether you know everything about the Enneagram or or not, right? The point of the Enneagram is not to become experts on the Enneagram, it is to use the Enneagram as a tool to better understand ourselves and the people that we work next to and lead. And so um these types of questions do just that. And then when we do have the benefit of the Enneagram inside and language, um, we can we can use it to help us better put words to feelings, validate certain feelings and and ways of of doing things. So um with that, like I said, reach out, let me know if you've used it with a young team, if you have a young team, what's worked, what hasn't, I would love to hear from you. Um as always, I'm gonna invite you to check out our both self-led. We have our Enneagram uh workshop DIY kit currently um coming with an additional slide deck bonus for the month of February 2026, depending on when you're listening to this. Um, the link for that will be in the show notes here. That is our self-led option. Um, I just did an episode last week about how to run your own Enneagram workshop. So if you're looking at wanting to test out the Enneagram or because of budget reasons, you're not able to bring somebody in person, um, that might be a great option for you. And then, of course, as always, we have our um signature professional guided uh workshops and programs anywhere between, you know, 90 minutes to a full day, um, typically uh covering some basic topics, but then always tailored to your specific team, including, are they, you know, the the uh generational piece um we're starting to take into consideration there. Um, and your specific goals, culture, leadership style. Um, so creating something around that, all of that can be found over at Enneagram NBA.com. With that, thank you for being here, and I hope to see you in the next one.