In a recent episode of Inside Personal Growth, I had the pleasure of interviewing Karl Hebenstreit, PhD, an executive coach, author, and international speaker known for his expertise in human resources and organizational development. We delved into his book, “Taking Care of Business with the Enneagram,” a transformative guide on how the Enneagram can be a powerful tool for improving workplace dynamics and fostering personal growth. You can find more about Karl and his work at his website Perform and Function, and the book is available on Amazon.

The Enneagram, as Karl explains, is a profound system that delves deeper than other personality assessments like Myers-Briggs or DISC. While these tools focus on behaviors, the Enneagram explores core motivations and drivers, offering a more comprehensive understanding of oneself and others. This depth is crucial in enhancing emotional intelligence, as it helps individuals recognize their own motivations and empathize with the diverse perspectives within their teams.

Karl’s journey with the Enneagram began during his PhD program at the California School of Professional Psychology, where he was introduced to the system by Helen Palmer, a pioneer in bringing the Enneagram into the modern psychological framework. Since then, Karl has utilized the Enneagram extensively in his career, particularly in human resources, to create more inclusive and effective organizational cultures.

One of the most compelling aspects of our discussion was how the Enneagram aids in sense-making within teams and organizations. By understanding the nine different Enneagram types, leaders can appreciate the various perspectives each type brings to the table. This holistic view enables better decision-making, enhances communication, and fosters an inclusive environment where every team member feels valued.

Karl emphasized the Enneagram’s role in promoting diversity, equity, and inclusion (DEI). In today’s business landscape, where DEI initiatives are paramount, the Enneagram stands out as a tool that transcends traditional diversity markers such as race, gender, and age. Instead, it focuses on the diversity of thought and perspective, encouraging organizations to value and integrate different worldviews. This approach not only mitigates biases but also enriches the organizational culture by ensuring a more comprehensive and inclusive decision-making process.

For those in human resources or leadership roles, Karl’s book provides practical insights on how to leverage the Enneagram for recruitment, engagement, and retention. Understanding the core motivations of different Enneagram types can significantly enhance these processes, addressing the current challenges of high turnover rates and workplace dissatisfaction. By tailoring communication and motivational strategies to align with the Enneagram types, organizations can create a more harmonious and productive work environment.

In addition to its applications in HR and DEI, the Enneagram is a valuable tool for managing change and fostering innovation. Karl shared how leaders can use the Enneagram to navigate organizational changes by addressing the concerns and motivations of each type. This approach not only facilitates smoother transitions but also empowers employees to embrace change and contribute to the company’s growth and innovation.

Overall, my conversation with Karl Hebenstreit highlighted the Enneagram’s transformative potential in business settings. By fostering a deeper understanding of human motivations and enhancing emotional intelligence, the Enneagram can lead to more effective, inclusive, and innovative organizations. To explore this further, I encourage you to read “Taking Care of Business with the Enneagram” and visit Karl’s website for more resources.

Thanks and happy listening!

 

 

You may also refer to the transcripts below for the full transciption (not edited) of the interview.

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