Leadership Genius and Motivation: 12 Steps To Build A Diverse, High Performing Team In Just 4 Weeks, Using Enneagram.

When people get to operate in their genius, magic happens

In today’s fast-paced, competitive, and ever-changing work environment, one of the most critical skills in leadership development is the ability to identify and leverage their strengths—and the strengths of their team....aka team building and motivating.

Leadership isn’t about mastering every skill or being everything to everyone. Instead, it’s about understanding where you naturally excel, addressing your blind spots with awareness, and building a team that complements and enhances your leadership style.

In this post, we’ll explore how understanding your unique personality, using tools like the Enneagram and Strength-Forward Leadership framework, can transform your leadership approach.

By focusing on strengths rather than obsessing over weaknesses, leaders can inspire, motivate, and create a culture of trust and productivity. By identifying with and expressing their personal genius, leaders can confidently step into Gold Standard Leadership.

Let’s dive into how this works and how you can apply it to build high-performing, diverse teams.

Why Focus on Genius (Strengths)?

Imagine leading a team where every individual feels seen, valued, and empowered to excel at what they do best. When leaders focus on genius, they unlock a host of direct benefits that drive measurable success for the organization.

By aligning roles with individuals’ areas of genius, leaders can harness higher engagement, innovation, and productivity—all of which lead to improved performance, profitability, and retention.

Here’s how a genius-based leadership approach benefits leaders and their organizations:

1. Increased Retention

When employees feel their strengths are recognized and utilized, they’re more likely to stay with the organization.

• Why It Matters for Leadership: Reduced turnover saves time and resources spent on recruiting and training. High retention also ensures continuity, preserving institutional knowledge and team cohesion.

• The Impact: Teams with a culture of strengths-based recognition experience up to 72% lower turnover rates, according to Gallup research.

2. Improved Performance and Productivity

Working in areas of strength leads to higher efficiency and better quality outcomes. When individuals focus on tasks that align with their natural talents, they’re more energized and effective.

• Why It Matters for Leadership: Strengths-aligned teams are more autonomous, requiring less micromanagement, and leaders can focus on strategic priorities.

• The Impact: Gallup studies show that individuals who use their strengths daily are 6x more likely to be engaged in their jobs, boosting team productivity significantly.

3. Enhanced Team Morale and Engagement

A strengths-based culture fosters trust and positivity. Employees feel valued for their contributions, which creates a sense of belonging and motivation.

• Why It Matters for Leadership: Engaged employees are more likely to go above and beyond, contributing to a more collaborative and dynamic work environment.

• The Impact: Engaged teams report 21% higher profitability and are more innovative in solving challenges, according to Gallup data.

4. Increased Creativity and Innovation

Teams that focus on their strengths are better equipped to solve problems and think outside the box. Complementary strengths enable diverse perspectives, leading to more robust solutions.

• Why It Matters for Leadership: Leaders benefit from fresh ideas and innovative approaches to challenges, staying ahead in competitive markets.

• The Impact: Diverse, strengths-based teams are better at adapting to change and seizing new opportunities.

5. Higher Profitability

Strengths-based leadership doesn’t just impact individuals—it drives organizational success. Engaged, high-performing teams contribute directly to a company’s bottom line.

• Why It Matters for Leadership: Leaders who build strengths-focused cultures ensure sustained growth and profitability.

• The Impact: Companies that invest in strengths-based strategies experience 29% higher profits, according to studies by Gallup.

6. Streamlined Leadership and Delegation

Focusing on strengths allows leaders to delegate tasks with confidence. By knowing who excels at what, leaders can distribute responsibilities effectively, reducing bottlenecks and enhancing overall efficiency.

• Why It Matters for Leadership: Leaders can spend less time managing minutiae and more time on strategy, vision, and long-term goals.

• The Impact: Delegation based on strengths increases team output and reduces leader burnout.

7. Reduced Workplace Stress and Conflict

When employees are positioned in roles that align with their strengths, they experience less frustration and fewer challenges. Teams with complementary strengths also resolve conflicts more effectively.

• Why It Matters for Leadership: Less conflict and stress create a healthier, more collaborative work environment, allowing leaders to focus on growth rather than crisis management.

• The Impact: Teams with lower stress and conflict report 40% fewer safety incidents and improved overall well-being.

Genius vs. Weakness: A Leadership Shift

This approach doesn’t mean ignoring weaknesses. Instead, it emphasizes addressing them constructively and without over identifying with them. Leaders who fixate on weaknesses—either their own or their team’s—risk creating an environment of insecurity, frustration, and missed opportunities.

• Focusing on weaknesses: Often leads to micromanagement, demotivation, and high stress.

• Gold Standard Leaders Focusing on genius: Builds confidence, empowers individuals, and fosters collaboration.

This shift in narrative enables individuals to shine in their roles while complementary team members fill in the gaps. Leaders who embrace this philosophy create environments of trust, growth, and innovation.

It takes all types of diverse people to make a complete team

The Importance of Diversity in Teams

Diversity goes beyond demographics; it includes the diversity of personality, thought, and strengths. A successful team needs a blend of visionaries, strategists, implementers, and nurturers. Leaders who focus only on personalities like their own risk creating blind spots, as they miss out on the balance that different perspectives bring.

For example:

• A Type 1 leader’s precision is complemented by a Type 7’s adaptability.

• A Type 3’s results-driven approach is balanced by a Type 4’s focus on meaning and creativity.

• A Type 8’s boldness thrives alongside a Type 6’s risk-aware planning.

This diversity ensures that your team remains adaptable, innovative, and cohesive, with every member playing to their strengths.

How to Identify and Leverage Strengths in Your Team

1. Start with Self-Awareness: Identify your own strengths and areas for growth using tools like the Enneagram and Gallup’s StrengthsFinder. Understand how your personality influences your leadership style.

2. Assess Team Strengths: Use personality frameworks to identify the unique talents within your team. Encourage open discussions about strengths and motivations.

3. Build Complementary Teams: Surround yourself with individuals whose strengths balance your weaknesses. For example, if you’re a big-picture thinker, include detail-oriented team members to ensure follow-through.

4. Foster Strengths-Based Development: Create opportunities for team members to lean into their strengths. Provide growth opportunities that align with what they naturally excel at, rather than forcing them into roles that feel unnatural.

5. Balance Strengths and Weaknesses: Address weaknesses constructively, but don’t let them define you or your team. Focus on how strengths can be leveraged to overcome challenges.

6. Follow The 4 week, 12 step process outlined below.

   
   

Great leaders don’t just accomplish goals—they build teams that thrive. By understanding your personality and focusing on strengths, you can create a leadership style that motivates and inspires.

Motivating and Building Teams with the Enneagram

Every leader has unique strengths that shape how they inspire, guide, and manage their teams. While certain personality traits align naturally with specific roles, success as a leader isn’t about fitting a mold—it’s about understanding your style and how it impacts those you lead.

The Enneagram is a powerful framework for identifying both your leadership strengths and the diverse needs of your team members.

By tailoring your approach to motivate (not demotivate!) each type, you can unlock potential, build trust, and job satisfaction.

Here is a list of ways to motivate or demotivate each base Enneagram Personality Type.

Type 1 (The Perfectionist)

How to Motivate Them:

1. Value Their Meticulousness: Acknowledge their drive for excellence and commitment to maintaining high standards.

   • Example: “I noticed how thoroughly you reviewed that report. Your attention to detail ensured there were no errors, and it really elevated the team’s presentation.”

2. Provide Clear Expectations: Type 1s thrive when they know exactly what is expected of them and how their work contributes to the bigger picture.

   • Example: Share a detailed project plan with timelines and specific roles to keep them aligned.

3. Acknowledge Their Integrity: Highlight how their dedication impacts the team positively, reinforcing their sense of purpose.

How to Demotivate Them:

1. Be Vague or Inconsistent: Type 1s get frustrated by unclear directions or shifting expectations, as it disrupts their structured approach.

   • Pitfall: Giving a task with open-ended instructions like, “Just figure it out.”

2. Dismiss Their Concerns: Ignoring their input or not addressing issues they’ve raised can make them feel undervalued.

   • Example: Overlooking their feedback about process inefficiencies.

Type 2 (The Helper)

How to Motivate Them:

1. Acknowledge Their Contributions: Regularly show gratitude for their hard work and the emotional support they provide to the team.

   • Example: “Your mentorship of the new hire made such a difference—they’re already thriving because of your guidance.”

2. Emphasize Their Impact: Remind them how their efforts positively influence others and the organization as a whole.

How to Demotivate Them:

1. Take Them for Granted: Failing to notice their consistent efforts or assuming they’ll always be there to help without recognition.

   • Pitfall: Assigning them all the “helper” tasks without expressing gratitude.

2. Be Overly Critical: Criticism without appreciation can deeply wound Type 2s, as they place immense value on their relationships.

Type 3 (The Achiever)

How to Motivate Them:

1. Recognize Their Accomplishments: Publicly or privately celebrate their successes to validate their hard work.

   • Example: “Your presentation was incredible—our client was blown away! Great job closing the deal.”

2. Provide Advancement Opportunities: Type 3s are driven by progress and need visible paths for growth.

3. Set Measurable Goals: They excel when they have clear, actionable objectives tied to tangible outcomes.

How to Demotivate Them:

1. Ignore Their Achievements: Failing to acknowledge their contributions can make them feel unappreciated and unmotivated.

2. Lack Clear Goals: Ambiguity frustrates Type 3s, as they thrive on clarity and direction.

Type 4 (The Individualist)

How to Motivate Them:

1. Appreciate Their Creativity: Highlight their unique ideas and ability to bring depth to projects.

   • Example: “Your creative concept for the campaign really set us apart. It’s exactly what we needed to stand out.”

2. Encourage Personal Expression: Give them opportunities to infuse their personality and vision into their work.

3. Provide Meaningful Work: Type 4s want to feel that their contributions are making a difference.

How to Demotivate Them:

1. Overlook Their Individuality: Ignoring their unique contributions or treating them as interchangeable can be deeply demotivating.

2. Create a Rigid Environment: Excessive rules or impersonal processes stifle their creativity and enthusiasm.

Type 5 (The Investigator)

How to Motivate Them:

1. Provide Space for Independent Work: Respect their need for solitude and time to think deeply.

   • Example: “I know you prefer to research in detail—take the lead on analyzing this data and let us know your recommendations.”

2. Value Their Expertise: Highlight the depth of their knowledge and how it benefits the team.

3. Be Logical and Clear: Present challenges in a way that allows them to approach solutions methodically.

How to Demotivate Them:

1. Overwhelm Them: Excessive collaboration or emotional demands can drain their energy and focus.

2. Dismiss Their Input: Ignoring their well-thought-out suggestions can make them feel undervalued.

Type 6 (The Loyalist)

How to Motivate Them:

1. Provide Clear Plans: Offer structure and reassurance by outlining steps and setting clear expectations.

2. Demonstrate Loyalty: Show that you value their reliability and have their back in uncertain situations.

3. Address Uncertainty: Proactively answer their questions and provide stability during change.

How to Demotivate Them:

1. Be Unpredictable: Sudden changes without explanation can create anxiety for Type 6s.

2. Dismiss Their Concerns: They need to feel heard—brushing off their worries will erode trust.

Type 7 (The Enthusiast)

How to Motivate Them:

1. Give Them Variety: Offer exciting and dynamic projects that keep them engaged.

2. Encourage Brainstorming: Let them contribute big ideas and creative solutions.

3. Celebrate Their Energy: Recognize their optimism and enthusiasm as a valuable asset.

How to Demotivate Them:

1. Stifle Their Creativity: Rigid structures or repetitive tasks can quickly demotivate them.

2. Focus Solely on Limitations: Overemphasis on risks or restrictions without exploring possibilities dampens their spirit.

Type 8 (The Challenger)

How to Motivate Them:

1. Respect Their Leadership: Give them autonomy and trust them to make decisions.

2. Challenge Them: Present ambitious goals and opportunities to lead or take charge.

3. Be Direct: Honest, straightforward communication resonates with them.

How to Demotivate Them:

1. Micromanage Their Work: Type 8s need freedom—hovering over their decisions will frustrate them.

2. Avoid Tough Conversations: They prefer directness and will lose respect for leaders who shy away from conflict.

Type 9 (The Peacemaker)

How to Motivate Them:

1. Value Their Mediation Skills: Highlight how their ability to create harmony benefits the team.

   • Example: “Your calm presence during yesterday’s meeting helped resolve the tension and get everyone back on track.”

2. Provide Clear Direction: Offer straightforward instructions to help them stay focused and confident.

3. Involve Them in Decisions: Encourage them to voice their opinions and take ownership of tasks.

How to Demotivate Them:

1. Create Unnecessary Conflict: Type 9s avoid discord and will disengage if tension is persistent or unresolved.

2. Fail to Provide Clarity: Vague expectations can lead to confusion and procrastination.

Using Leadership Genius to Motivate Teams

• Foster Strengths: Create roles and tasks that align with individuals’ natural talents.

• Address Weaknesses: Recognize where your style might unintentionally demotivate and adjust accordingly.

• Balance the Team: Complement your leadership with team members whose strengths fill your gaps.

  
  

  This Builds Trust, Satisfaction, and Retention

  When leaders align roles with strengths, employees feel empowered and valued, which builds trust. Complementary teams also foster psychological safety, as individuals can rely on their colleagues to fill gaps and collaborate effectively. This, in turn, drives satisfaction and reduces turnover because team members:

  • Feel confident, trusted, appreciated, understood and engaged in their work.

  • Experience less burnout by working in roles that align with their natural talents.

  • Appreciate the diversity of perspectives, which enhances team cohesion and problem-solving.

Engaging and fun team workshops that highlight individual contributions and genius are highly valuable

Practical Use Of Concepts: Build Your Diverse, Strength-Forward Team in 4 Weeks or Less

Transforming your leadership approach to focus on strengths and personality doesn’t have to take months. With a clear plan, you can start building a more cohesive, motivated, and high-performing team in just four weeks. Here’s a step-by-step tutorial to get started.

Week 1: Assess Yourself and Your Team

Step 1: Take the Enneagram Test

• What to Do: Begin by taking a reputable Enneagram test yourself, such as the RHETI or free options available online, EnneagramInstitute.com, or Truity.com are a couple great and reliable free options. Take note of your base type and any close secondary types that influence your behavior, we recommend the top 3 expressions in your enneagram chart as a reflection of your basic tri type. (For example, if you have highest expressions in 8, 3, and 1, you would be a leader, achiever, perfectionist tri type.)

• Why It Matters: Understanding your own leadership style, strengths, and weaknesses lays the foundation for better self-awareness and intentional growth for yourself and your team(s).

  
  

Step 2: Assign the Test to Your Team

• What to Do: Provide your team with the same Enneagram test and ask them to complete it within the week. Emphasize that this isn’t about labeling but understanding strengths and how the team can work better together.

  • Never use a personality assessment to automatically include or exclude a candidate for a position, or any other possible H.R. violations. Proven resume, and work history should always be a high consideration, no matter what personality type.

  • Use it as a screening tool for training and job placement where applicable within your organization.

• Pro Tip: Make this optional but frame it as an exciting team-building initiative. Offer resources that explain each type for those curious about their results.

  • Make it fun! Have an office party, or fun meeting where you encourage excitement to learn more about each other.

  • Keep it positive. Always focus on strengths first, and weaknesses as a secondary or tertiary concern. If necessary, get commitment to improve on weaknesses, along with a corrective action plan, but lean in on their strengths as the catalyst to improve those weaknesses if necessary for job description and team dynamics.

    
    

    

    
    

Step 3: Collect and Review Results

• What to Do: 

  • Ask team members to share their results if they feel comfortable. Create a simple chart or document listing everyone’s types.

  • Plot out each team members profile and strengths and weaknesses associated with their profile, see picture. Compare these results to prior performance evaluations, both upward and downward whenever possible.

• Why It Matters: This gives you a clear overview of your team’s diversity in strengths, motivations, and potential blind spots.

  
  

Week 2: Analyze Strengths and Identify Gaps

Step 4: Map Your Team’s Strengths

• What to Do: Use Enneagram insights to identify each team member’s core strengths. Note how their strengths complement each other and your leadership style. For example:

  • Do you have many detail-oriented individuals (Type 1s or Type 6s)?

  • Are there creative problem-solvers (Type 4s or Type 7s)?

  • Are there relational leaders (Type 2s or Type 9s)?

Step 5: Assess Gaps

• What to Do: Identify areas where your team might lack balance. For example, if your team leans heavily on analytical thinkers (Type 5s), you might lack big-picture visionaries (Type 3s or Type 7s).

• Why It Matters: Knowing where gaps exist allows you to adapt your leadership style or hire for complementary strengths in the future.

  
  

Step 6: Reflect on Your Leadership Style

• What to Do: Compare your Enneagram type to your team’s. Consider:

  • Where do you align naturally?

  • Where might your style unintentionally demotivate certain types?

  • How can you adapt to motivate everyone more effectively?

    
    

Week 3: Apply Insights to Leadership and Team Dynamics

Step 7: Adjust Communication Styles

• What to Do: Tailor your communication to resonate with each Enneagram type. For example:

  • Be clear and fair with Type 1s, recognizing their attention to detail.

  • Offer appreciation and encouragement to Type 2s, who thrive on connection.

  • Focus on big-picture goals with Type 3s, emphasizing results.

• Why It Matters: Personalized communication builds trust and ensures everyone feels valued.

  
  

Step 8: Redistribute Roles and Responsibilities

• What to Do: Align tasks and roles with individual strengths. We don't recommend job shifts, or anything else that could lead to a potential mutiny. Rather, see this as an exercise where you get to delegate for success. In other words, your motives switch from delegating solely to get an important task done, to delegating with the specific goal of seeing someone succeed and find flow in their natural area of genius.

  
  

  This will be great practice for you, and will come in very handy as positions in your organization become available, and you can really start putting the perfect people in the perfect roles.

  
  

  They will do the best job for you because they will be fulfilled.

  For example:

  • Assign complex problem-solving tasks to Type 5s.

  • Let Type 7s take the lead on brainstorming and creative projects.

  • Lean on Type 9s to mediate conflicts or create harmony.

  • Collaborate with a Type 6, about a project launch, so they can find any possible obstructions to success

  • Let a type 8 lead a project

  • Utilize a type 1 to help ensure product quality, or customer satisfaction improves.

  • Let a Type 4, help with graphic designs, or other branding initiatives.

  • Allow a Type 2 to find ways to increase team cohesion, and showing them how valued they are.

  • Challenge a type 3 to find ways to increase productivity

• Pro Tip: Make these changes collaborative by discussing them with your team and getting their input.

  
  

Step 9: Foster Collaboration

What to Do:Pair team members with complementary strengths to balance their approaches. To make it engaging, gamify the process by introducing incentives, such as rewards for teams that complete tasks more efficiently, solve a problem creatively, or provide insightful feedback on how to improve the workflow. This approach makes collaboration not just effective but fun and engaging.

Examples of Complementary Pairings:

1. Visionary Type 7 (Enthusiast) + Detail-Focused Type 1 (Perfectionist):

   • Why It Works: The Type 7 brings excitement, energy, and innovative ideas, while the Type 1 ensures those ideas are executed with precision and structure.

   • Example Task: Developing a marketing campaign where Type 7 generates big-picture concepts and Type 1 refines the plan into actionable steps.

2. Bold Type 8 (Challenger) + Harmonizing Type 9 (Peacemaker):

   • Why It Works: The Type 8 drives decisions and takes charge, while the Type 9 fosters collaboration and ensures team buy-in.

   • Example Task: Leading a high-stakes project where Type 8 takes decisive action and Type 9 mediates conflicts or differing opinions.

3. Empathetic Type 2 (Helper) + Analytical Type 5 (Investigator):

   • Why It Works: The Type 2 focuses on interpersonal dynamics and morale, while the Type 5 ensures decisions are grounded in logic and data.

   • Example Task: Managing employee onboarding where Type 2 builds relationships with new hires and Type 5 designs efficient systems and processes.

4. Big-Picture Type 3 (Achiever) + Risk-Aware Type 6 (Loyalist):

   • Why It Works: The Type 3 excels in driving results and setting ambitious goals, while the Type 6 evaluates potential risks and ensures plans are realistic.

   • Example Task: Launching a new product where Type 3 pushes for bold strategies and Type 6 mitigates risks with contingency plans.

5. Creative Type 4 (Individualist) + Organized Type 1 (Perfectionist):

   • Why It Works: The Type 4 generates innovative ideas and brings unique perspectives, while the Type 1 ensures those ideas are polished and practical.

   • Example Task: Designing a new brand identity where Type 4 develops creative concepts and Type 1 ensures they align with organizational values.

6. Energetic Type 7 (Enthusiast) + Steady Type 9 (Peacemaker):

   • Why It Works: The Type 7 brings enthusiasm and adaptability, while the Type 9 provides grounding and ensures smooth teamwork.

   • Example Task: Organizing a team-building event where Type 7 adds energy and fun while Type 9 ensures inclusivity and harmony.

7. Driven Type 8 (Challenger) + Collaborative Type 2 (Helper):

   • Why It Works: The Type 8 focuses on results and decisiveness, while the Type 2 ensures team members feel supported and valued.

   • Example Task: Leading a client pitch where Type 8 takes charge of the strategy and Type 2 builds rapport with the audience.

8. Visionary Type 5 (Investigator) + Action-Oriented Type 3 (Achiever):

   • Why It Works: The Type 5 develops thoughtful, long-term strategies, while the Type 3 drives immediate action to execute those strategies effectively.

   • Example Task: Implementing a new technology solution where Type 5 assesses potential options and Type 3 ensures rapid adoption and results.

9. Optimistic Type 7 (Enthusiast) + Risk-Aware Type 6 (Loyalist):

   • Why It Works: The Type 7 dreams big and embraces possibilities, while the Type 6 ensures those dreams are grounded in practical steps.

   • Example Task: Planning an expansion into a new market where Type 7 inspires bold ideas and Type 6 handles logistics and risk assessments.

10. Harmony-Seeking Type 9 (Peacemaker) + Detail-Oriented Type 1 (Perfectionist):

    • Why It Works: The Type 9 maintains a peaceful and cooperative environment, while the Type 1 ensures the work is accurate and well-executed.

    • Example Task: Facilitating a cross-departmental meeting where Type 9 ensures collaboration and Type 1 keeps the agenda on track.

Why It Matters:Diverse pairings encourage creative solutions and reduce blind spots. By combining strengths, teams are better equipped to tackle challenges from multiple perspectives, leading to more innovative, balanced, and effective outcomes. The added gamification keeps teams engaged, fosters healthy competition, and encourages continuous improvement.

Week 4: Build Engagement and Momentum

Now that you’ve assessed your team and started aligning tasks with strengths, it’s time to solidify these insights by bringing everyone together. Week 4 focuses on fostering engagement, reinforcing trust, and setting the stage for long-term success through collaboration.

Engagement sparks creativity and results

Step 10: Hold a Genius-Based Team Workshop

What to Do:Host a workshop to share and celebrate your team’s collective genius, using the insights from the Enneagram and strengths assessments. This workshop should focus on helping team members:

1. Understand their own strengths and how they contribute to the team.

2. Recognize and appreciate the unique contributions of their colleagues.

3. Learn how to collaborate more effectively by leveraging complementary strengths.

4. Unique job responsibility shifts to add value and variety to the team

Workshop Format:

1. Introduction (10 minutes):

   • Begin with an overview of why the team took personality and strengths assessments. Emphasize that the goal is not to label anyone but to create a culture of understanding, collaboration, and mutual support.

   • Share a personal example of how understanding your own Enneagram type has improved your leadership style.

2. Strengths Spotlight (20 minutes):

   • Share the results of the team’s collective strengths in a visual format, such as a chart or infographic. Highlight the diversity of strengths and explain how they contribute to the team’s overall performance.

   • Provide examples of how specific strengths have already made an impact. For example:

     • A Type 5 (Investigator) streamlined a complex process with their analytical skills.

     • A Type 2 (Helper) improved team morale by fostering personal connections.

     • A Type 3 (Achiever) pushed the team to exceed goals with their results-driven mindset.

3. Breakout Sessions (30 minutes):

   • Divide the team into small groups with complementary types (e.g., pairing visionaries like Type 7s with detail-oriented Type 1s). Assign each group a task to brainstorm solutions to a current team challenge or develop ideas for improving collaboration.

   • Encourage groups to discuss how their individual strengths can contribute to the solution.

4. Group Discussion and Feedback (30 minutes):

   • Bring everyone back together to share their insights and ideas.

   • Facilitate a discussion on what they learned about their own strengths and how they can work better as a team.

   • Ask for feedback on how the team can continue using these strengths effectively moving forward.

5. Wrap-Up and Action Plan (10 minutes):

   • Summarize key takeaways from the workshop.

   • Assign action items to integrate these insights into daily operations. For example:

     • Commit to pairing complementary strengths for future projects.

     • Schedule regular check-ins to assess how strengths-based collaboration is working.

Pro Tip:Make the workshop engaging and interactive. Use real-world examples to show how specific strengths have already contributed to team success. For example:

• Highlight a time when a Type 6 (Loyalist) saved the day by identifying risks and preparing contingency plans.

• Share how a Type 8 (Challenger) confidently led a project through tough decisions.

• Celebrate how a Type 9 (Peacemaker) resolved a team conflict and created a harmonious work environment.

• Make this a conscious realization for everyone. Ask the audience how grateful they are to have people in place who are strong where they are not.

Use these examples to demonstrate the practical value of recognizing and leveraging strengths.

Why This Workshop Matters:

1. Builds Trust:When team members see their contributions recognized and valued, trust within the team grows. They feel more confident in their roles and more connected to their colleagues.

2. Enhances Collaboration:By highlighting complementary strengths, you encourage team members to rely on one another, reducing silos and fostering a sense of shared purpose.

3. Improves Engagement:Teams that understand their collective strengths are more motivated to tackle challenges together. They feel empowered to contribute their best work, knowing that their unique talents are appreciated.

4. Boosts Retention:Employees who feel seen, valued, and engaged are more likely to stay with the organization. This workshop reinforces their sense of belonging and purpose.

Step 11: Set Goals for Growth

• Step 10: Set Strengths-Based Goals

  What to Do:Create individual and team-wide goals that align with each person’s unique strengths and Enneagram type. By tailoring goals to strengths, you empower your team to excel while addressing growth opportunities constructively. Highlight how their strengths can contribute to personal development and the team’s overall success.

  Examples of Strengths-Based Goals:

  1. Type 1 (Perfectionist):

     • Goal: Practice flexibility by allowing team members to approach tasks in their own way, even if it’s not “perfect.”

     • Why It Matters: This encourages collaboration and builds trust while helping Type 1 leaders avoid burnout from micromanagement.

  2. Type 2 (Helper):

     • Goal: Establish boundaries by delegating tasks and prioritizing self-care without overextending to meet everyone’s needs.

     • Why It Matters: This allows Type 2s to focus their energy on meaningful contributions without depleting themselves.

  3. Type 3 (Achiever):

     • Goal: Build deeper connections by scheduling one-on-one check-ins with team members to understand their motivations and challenges.

     • Why It Matters: This helps Type 3s balance their results-oriented drive with relational depth, fostering team trust and loyalty.

  4. Type 4 (Individualist):

     • Goal: Collaborate with a teammate on a project to combine creative ideas with practical execution.

     • Why It Matters: This pushes Type 4s to engage with others, broadening their perspective and enhancing their ability to work within a team.

  5. Type 5 (Investigator):

     • Goal: Share insights or findings with the team in a concise and actionable format, avoiding over-analysis.

     • Why It Matters: This helps Type 5s step out of their comfort zone and ensure their expertise has a direct, immediate impact.

  6. Type 6 (Loyalist):

     • Goal: Enhance confidence in decision-making by leading a small project with clear deadlines and milestones.

     • Why It Matters: This encourages Type 6s to trust their instincts and develop independence while maintaining their dependable nature.

  7. Type 7 (Enthusiast):

     • Goal: Focus on completing one task or project without starting new ones until it’s finished.

     • Why It Matters: This builds focus and follow-through, ensuring their energy translates into tangible results.

  8. Type 8 (Challenger):

     • Goal: Actively seek input from quieter team members during meetings and incorporate their feedback into decisions.

     • Why It Matters: This helps Type 8s foster collaboration and demonstrates that they value diverse perspectives, enhancing team morale.

  9. Type 9 (Peacemaker):

     • Goal: Take the lead on a project by setting clear goals and making key decisions without deferring to others.

     • Why It Matters: This builds confidence and encourages Type 9s to step into their leadership potential while maintaining their harmonious approach.

  
  

  Why It Matters:Growth-focused goals encourage team members to continually improve while leveraging their natural abilities. This approach reinforces their strengths, addresses challenges constructively, and creates a culture of intentional growth. When each person feels empowered to reach their potential, the entire team benefits from increased engagement, satisfaction, and productivity.

Step 12: Gather Feedback

• What to Do: Ask team members for feedback on how these changes have impacted their motivation and engagement. Use this input to acknowledge opportunities for advancements, or lateral moves for your team members, that you may not have considered before.

Practical Example: A Leadership Transformation in Action

Scenario:You’re a Type 3 (Achiever) CEO leading a team with strong Type 1 (Perfectionist) and Type 6 (Loyalist) tendencies but little representation from creative or visionary types. After assessing your team, you realize they excel in execution and risk management but struggle with innovation and long-term vision.

Steps Taken:

• Week 1: Assign the Enneagram test and identify gaps in creativity.

• Week 2: Partner a creative new hire (Type 7 Enthusiast) with your Type 1 COO to balance structure with fresh ideas.

• Week 3: Delegate risk-aware tasks to Type 6 team members while challenging Type 7 and Type 9 leaders to brainstorm solutions for upcoming projects.

• Week 4: Host a team workshop celebrating each type’s contributions and create long-term goals that integrate creativity and precision.

Result:By the end of four weeks, you’ve not only strengthened your team’s cohesion but also inspired them to work more effectively by focusing on what they do best.

The Bottom Line: Leadership in Action

By taking the time to assess yourself and your team, align strengths with roles, and adjust your leadership style, you can start seeing improvements in trust, engagement, and performance in just four weeks.

The Enneagram and genius-based frameworks provide a roadmap to build a team where everyone thrives. Ready to lead with purpose? Start today.

The results will speak for themselves.

Conclusion: Building Teams That Thrive

Leadership is as much about self-awareness as it is about managing others. By recognizing your strengths and understanding how your personality impacts your leadership style, you can build diverse, high-performing teams where everyone feels motivated and valued.

Whether you’re a bold Type 8 CEO or a nurturing Type 2 HR leader, your unique style has the potential to inspire and drive success—when paired with intentionality and connection.

Are you ready to lead with personality and purpose?

Start by identifying your strengths and tailoring your approach to empower every member of your team. The results will speak for themselves.

Click to buy on Amazon

Email Direct: Jerry@ThePeakSynergy.com