The Enneagram in the Workplace || Meaningful Feedback for Each Enneagram Type

Show Notes:

On a scale of 1 to 10, with 1 being 'extremely uncomfortable' and 10 being 'completely comfortable,' how would you rate your comfort level with receiving feedback?"

Receiving feedback can be tough, but providing feedback, well, that can be even tougher. For some personality types, feedback can feel the same as conflict- some run towards it, and others run in the opposite direction. But meaningful feedback doesn't hinder performance, it fuels it.

In fact, in a 2021 Workplace Gallup poll, when employees strongly agreed that they received meaningful feedback, they were almost four times more likely than other employees to be engaged and satisfied at work. So this leads me to believe that meaningful feedback creates an environment of continuous improvement and growth, enhanced communication and collaboration, and employee engagement and satisfaction.

[2:36] Amy takes us back to the metaphorical offices of Hustle & Grind. She walks us through the frustrations Dana, Alexa, and Wanda work through while collaborating on a project. Over time, they became more cohesive and effective together. They learned that when giving constructively and receiving openly, meaningful feedback could lead to growth and better outcomes that create a harmonious work environment

[5:08] Amy shares four key elements that make feedback truly meaningful, regardless of your personality type.

1. Timely

If feedback is only given at traditional annual reviews, it delays leadership or well, everyone else on the team to keep a long list that has to be presented at the right time. Immediacy helps normalize the process and it makes everyone involved in the feedback loop. Less intimidating, and it also feels less threatening for everyone.

2. Frequent

When feedback is treated like an open dialogue and not a conflict or confrontation, it can be so valuable, especially when it can occur immediately after an action. For example, it can be several times a week within or after team meetings related to a recent project in which both the success is celebrated and performance is calibrated and adjusted.

3. Focused

When those engaged in the feedback process have clarity on the needs of the individual plus their unique strengths and obstacles, the feedback is specific and measurable. The feedback recipient is likelier to feel that the celebration or calibration and adjustments are fair, doable, and very specific for their growth and success.

4. Future-Oriented

So even though feedback is often focused on past events, when you add in the possibility of success in the near future, or offer a next time opportunity, it becomes more meaningful. Add in open questions like, What would you have done differently? Or what will you do differently next time? And keep the feedback moving forward and the receiver involved in the process of what happens next.

[7:11] Next, Amy talks about specific feedback for each Enneagram Type.

• Type 8
  • Giving: Be direct and assertive, but not aggressive. Respect the person's autonomy and strength, and then provide feedback that allows them to maintain control over their decisions and how they implement the feedback. 
  • Receiving: Try hard to not respond with defensiveness or anger. Instead, listen openly and consider the feedback as a way to enhance your effectiveness. 
• Type 9
  • Giving: Be gentle and emphasize unity, acknowledge the person's perspective and their importance of maintaining peace, encourage collaboration and their value to the team.
  • Receiving: Avoid complacency or tuning out. Engage in active listening and consider how feedback can contribute to a more harmonious environment.
• Type 1
  • Giving: Be specific and constructive in that feedback. Focus on the facts and avoid criticizing the person's character while also offering solutions and doable adjustments for improvement.
  • Receiving: Remember that feedback is an opportunity for growth. Don't be too critical of yourself. Listen actively and consider the feedback objectively, but then move on and don't focus on the negative. 
• Type 2
  • Giving: Be gentle and considerate in your feedback. Emphasize your concern for the person's well being and provide positive reinforcement along with areas for improvement.
  • Receiving: Don't take feedback too personally. Remember that it's about actions, not your worth and be open to receiving help and support from others especially if you might need to delegate more so you can perform better.
• Type 3
  • Giving: Be direct and to the point. Focus on results and achievements and provide clear goals and expectations for improvement. Remember, they are going to want to do it better next time. So give them plenty of room to do that.
  • Receiving: Appreciate feedback as a way to reach your goals more effectively. Be open to others input, even if it means adjusting your approach, or maybe even the goal. Remember, feedback does not indicate that you have failed in some way. 
• Type 4
  • Giving: Be sensitive to the person's feelings. Acknowledge their unique contribution to the team and the creativity they add. Provide empathy and opportunities for emotional support along with the feedback. 
  • Receiving: Remember that this information does not define your identity. Don't receive it as confirmation that something is irreversibly flawed or missing. Focus on constructive aspects and how you have had an opportunity to grow in your individuality.
• Type 5
  • Giving: Be concise and factual in your feedback. Respect the person's need for privacy and space, and give them time to process the feedback.
  • Receiving: Don't withdraw or become defensive. Instead, engage in a thoughtful discussion about this information that you've received. Ask questions to gain a deeper understanding, and don't just challenge their perspective, but spend a little time researching it.
• Type 6
  • Giving: Be reassuring and provide a sense of security and give time to make sure they feel safe, emphasize their strengths and their loyalty, and offer practical solutions and guidance. 
  • Receiving: Remember, it's not a threat to your security. Be open to other people's perspectives and consider how it can enhance your preparedness and your overall sense of safety in the environment that you are working in or maybe the relationships you are in.
• Type 7
  • Giving: Be positive and future-oriented, highlight opportunities and adventures, and encourage the person to explore new possibilities now that they have this new information. 
  • Receiving: Avoid deflecting or minimizing the information. Embrace the feedback as a way to make your enthusiasm more focused and effective, and do your best to be present in the moment while you're receiving the information. 

[13:31] Here are some overall tips and strategies for creating an environment where meaningful feedback thrives.

• Feedback is not limited to top down communication. 
• Do your part to be intentional to promote honest, open, and ongoing dialogue.
• Don't forget the value of peer to peer feedback. 
• You don't have to wait for conflict with a peer or fellow employee to voice your perspective on a situation.
• Lead by example through fast feedback.
• We want to give it frequently and quickly and not wait too long for that water to go under the bridge before we address needed issues

Okay, now that you have all these insights about feedback, would you be able to engage with feedback with greater ease and comfort? Does it feel more possible for you to bring meaningful feedback into your work environment or maybe even your home?

Alright, until next time friend, continue to pursue God's perspective, purpose, and plans for your simply wholehearted life.

The best is yet to come,