Every #Enneagram type has a tendency to over-index on a quality. When you notice tension in a conversation or decision, a #Challenger (Type 8) may be over-indexing on Intensity. To help them calibrate their default mode, ask "How committed to X are you?"

Every #Enneagram type has a tendency to over-index on a quality. When you notice tension in a conversation or decision, a #Peacemaker (Type 9) may be over-indexing on Compromise. To help them calibrate their default mode, ask "What (else) haven't you said?"

Knowing your #Enneagram type is a great tool for improving your #Management style. Over the next several weeks, I'll share tips for each type on how to more effectively manage up, manage down, and influence across your organization.

For #Enneagram Type 1s to best manage up (your boss, board, investors, etc.), ask for clear expectations. Break the assumption that every request is a high-priority assignment that deserves 100% effort.

For #Enneagram Type 2s to best manage up (your boss, board, investors, etc.), set boundaries and say no. Stop saying yes to assignments when they start compromising your wellbeing.

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For #Enneagram Type 3s to best manage up (your boss, board, investors, etc.), be clear about your goals. You can more effectively map your career growth with your manager's assistance and buy-in to your path.

For #Enneagram Type 4s to best manage up (your boss, board, investors, etc.), showcase your creative thinking, passion, and emotional intelligence as value-adds to meeting company objectives.

For #Enneagram Type 5s to best manage up (your boss, board, investors, etc.) bring together data in a succinct way that tells the compelling, insightful story that you learned from your deep investigation.

For #Enneagram Type 6s to best manage up (your boss, board, investors, etc.), build trust. The more you trust your manager, the more positively you can interpret their intentions.

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For #Enneagram Type 7s to best manage up (your boss, board, investors, etc.), stay organized. Be sure to communicate and document when you've finished something before you move on to the next thing.

For #Enneagram Type 8s to best manage up (your boss, board, investors, etc.), it's helpful to remember to keep your manager informed. You can share with them that you like autonomy and responsibility (your own sandbox), and still keep them in the loop.

For #Enneagram Type 9s to best manage up (your boss, board, investors, etc.), voice your ideas. Often you're closer to the work. In not wanting to rock the boat, the organization can lose a great way to do things. Share your gifts of observation and perspective.

For #Enneagram Type 1s to best manage down (direct reports, skip levels, support staff, etc.), set clear expectations. Others have a hard time reaching your standards if they are implied vs. if you make them explicit.

For #Enneagram Type 2s to best manage down (direct reports, skip levels, support staff, etc.), delegate more. Often the most helpful thing to do for someone's growth is to have them stretch without you actively helping along the way.

For #Enneagram Type 3s to best manage down (direct reports, skip levels, support staff, etc.), share your metrics. You often know how success will be measured; share that with your team so you're all pulling in the same direction.

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For #Enneagram Type 4s to best manage down (direct reports, skip levels, support staff, etc.), build deep connections across your team to create clear psychological safety and inclusion.

For #Enneagram Type 7s to best manage down (direct reports, skip levels, support staff, etc.), differentiate ideas from agreements. You can get excited about many possibilities; make sure the team stays focused on the agreed priorities.