What’s all the buzz about the Enneagram being used for recruitment in the Financial Services industry in the last 4 to 5 years? For decades, DISC and MBTI were the go-to profiling instruments to get a quick snapshot of the work ethic, drive and inclinations of a potential recruit. Experienced agency leaders figured that certain combinations from the 4 dichotomies consistently gave them accurate assessments of whom they were considering. And then came Covid-19. The Enneagram has been a revelation since the dreaded pandemic, which is one blessing that came from it. Maybe it was because people had more time to look into themselves since the Enneagram does a pretty deep dive into people’s lives.
Why the Enneagram?
Many years ago, while doing a debrief using Jerome Wagner’s WEPSS tool with a coachee, I did what I was taught to do, which was to focus on the core Enneagram type. Many Enneagram teachers focus on the core and it makes sense for reasons related to its connection to the wings and movements. The theory posits that we have closest access to these 4 numbers. In essence, your 2 wings on the left and right are like neighbours whom you can borrow things from when you need it – an effective friendship to help you out and vice versa. The same goes with understanding how you may be like when stressed and relaxed with the two movements each type has access to. This awareness helps one with making the necessary adjustments to take appropriate action when we find ourselves slumping into indecision, indifference, inaction or hiding, etc.
An accidental insight
One day, by accident, I discovered the depth of using Enneagram profiles to discover high performance. When I first launched into debriefs, to my utter disappointment, one client lamented that he found only some truth in what I said about his profile. While I was convinced about the robustness of the assessment, I decided to test it further after being disappointed by his response. I then attempted to combine his core with his 2nd highest and then the 3rd , and his response was a resounding “Yes!!!”. He beamed with excitement as he remarked that the top 3 totally resonated with him. I then began to do the same with all my clients and it was consistently validated to be very accurate, beside providing a better reflection of how they function, their preferences and limitations, etc.
While we all have a core type, we also have all 9 types within us and perhaps a whole load of “undiscovered types” which are possibly un-named in the Enneagram. The theory and the model were there to posit certain postulations about personality, which has guided us tremendously. But to be restricted to a single type is limiting, although it obviously helps when understanding how we look at life primarily from the lenses of a particular type that we function most frequently from. Armed with this knowledge, it is essential to assist someone to understand all their numbers, high and low, developed and less developed, as a map of their reality.
High Performance
I do not at all believe that only certain types are meant for influencing / selling. However, different types seem to be better than others at performing certain tasks. For example, Type 5s seems to love sinking deep into data analysis so that they can be clearer about the “whys”. And perhaps many Type 7s would prefer connecting, talking and entertaining rather than delving into data because of their shorter attention span. While Type 1s will want to focus on the fine print, details and ensure they leave no stones unturned, Type 4s will want to forge a deep connection with their clients and attempt to customize and make the offering and relationship special / unique.
A key twist to Enneagram Profiling
Core and 2nd highest number can be quite the opposite
With profiling, you get a snapshot of someone’s qualities and characteristics in relation to all 9 numbers. Often, I see combinations like 7/6, 9/8 or 1/7 appear as the core and 2nd highest. If we just focus on someone’s core without considering that they may have high scores for an opposite number (fundamentally different qualities) that is just slightly lower than their core, we fail to see the range of their abilities and preferences. And of course, the possibilities are extended when we consider other high numbers.
Personal preferences and biases
There are leaders who believe that Type 3s and Type 8s, or the combination, will consistently hit their milestones and reap successes faster than the rest. My findings have been that there are many other types and combinations with the “success DNA” if the conditions are right, for e.g. I have found that for Type 9s, if they have a supportive boss who is patient and calm, with well set up teams in a collaborative environment, Type 9s are at the top of their game. They thrive in a friendly and peaceful environment with no showboating or toxic inclinations.
Conclusion
To conclude, rather than perceiving and judging collectively that certain types will be more successful than others, it is more accurate (from my experience after doing hundreds of debriefs) to accept that different types attain their success through different strategies, styles and tactics in combination with their innate abilities. If each type knew how to manoeuvre their strengths with the resources available, all 9 types can be winners.