If you are a leader, self-awareness is in high demand today. Why? Because it makes you a more empathetic, grounded, and authentic person, and the younger generations are clamoring for more of these qualities. If you are not a leader, it will make you a better person and raise your Emotional Intelligence. So, give it a try and turn to the Enneagram for some clarity where you will learn about your inner motivations, your inner critic, slowing down your thinking and reactions, and harmonizing your inner and outer states.

FOUR TIPS FOR DEVELOPING SELF-AWARENESS

·         Projection – Think about a time when you had a strong dislike for someone. You may think of them as being narcissistic, self-centered, arrogant, judgmental – to name a few. If your reaction to them is strong, then take a look inside yourself. We project onto others parts of ourselves that we have denied or find it too painful to look at and you can learn that those undesirable qualities belong to you.

·         Thinking Other – Thinking Other is critical to self-awareness, as it involves taking a few seconds or minutes to consider how the other person will perceive our words or information. Is the timing right? Are the words right? Is it important? Will feelings be hurt? Is it constructive? It helps to check in with the other person too.

·         Inner Critic – Words never stop in our minds unless we are asleep. What are those words saying? You might be planning, sorting out a problem, making decisions, and you may also be hearing from your inner critic, criticizing your actions. The Inner Critic can help with discernment, but it can also attack us by criticizing every little thing we do or don’t do and belittling our actions and thoughts. Most of it is not constructive and reap the benefits of becoming more aware of it and rein it in.

·         Inner State versus Outer State – Have you ever noticed your inner state (what is going on in your heart, head, and body) differs from your outer state? I may be feeling anxious and annoyed inside but have a big smile on my face on the outside. Have you ever wondered about these differences? Why I can feel so differently inside from my behavior outside? If you understand your motivations, you will have more integration between the two states and be integrated, which will cause you to be more authentic. It won’t happen overnight, but the Enneagram can help you integrate the inner and the outer.

How middle managers can improve their role to become more effective and to make their role more appealing to Gen Z.

The Enneagram: Easing Generational Differences in the Workplace

The Enneagram is a robust framework that can help improve relationships and soften generational differences, creating a blanket of understanding between individuals, enhancing cooperation, and diluting generational obstacles. Below are common generational assumptions, followed by Enneagram examples.  

Common Generational Assumptions

Gen Z (ages 16 to 30)
Assumption: Gen Z is lazy, lacks dedication, and has a poor work ethic.  Many Gen Z-ers lack a framework or understanding of the cultural and hierarchical nature of organizations, and they require a structured, substantial, in-depth orientation (with reinforcement) by the organization.  

Assumption: Gen Z is perceived as not being into work and focused too much on their personal lives (when compared to the other generations). To enhance focus on work, Gen Z requires attention and empathy from their leaders. In contrast, leaders may view this as superfluous (no one gave this to them), and yet, it is critical to this generation, as well as to Millennials.

All the generations need flexibility - Gen Z because they want to have a life outside of work, Millennials and Gen X because they often have demands outside of work with their children and parents, and Boomers because they desire to continue working but with more flexibility due to health issues and other things.

 Assumption: Since Gen Z doesn’t have the work experience that we have, their suggestions are naïve and not worth considering. To make the right impression, Gen Z must ask questions, be curious, and learn the landscape before making suggestions. They require continual learning opportunities to strengthen knowledge and experience to learn the ins and outs of business, reinforced with continuous education on cultural values and professionalism.

Assumption: Gen Z is entitled and impatient for promotions without paying their dues. Gen Z is in a hurry – worried about having enough money to buy a home, having enough money to live comfortably, having enough money to pay off student loans, to name a few. They are impatient, and finances are very important to them (similar to the Silent Generation that lived through the Great Depression).

Gen Z thrives on transparency about promotions and knowledge of the steps for advancement. Additionally, the organization needs a career ladder that presents continual challenges to propel upward movement.

 Millennial (ages 31 to 45)

Assumption: Millennials are on the move – they are always looking for a better job, and you can’t count on them to stick around. Frequent check-ins and discussions with leaders can help dispel dissatisfaction that erodes Millennial commitment. Millennials are also looking for empathetic leaders who are engaged, along with Gen Z.  

Gen X (ages 46 to 60) Assumptions and Needs

Assumption: Gen X fears losing out to younger workers when it comes to constantly changing technologies that require fast adoption. Reverse mentoring is an effective means of providing Gen X (and Boomers) the technical guidance they need, and at the same time, these older generations can help mentor Gen Z and Millennials on business decisions and knowledge.

Assumption: Gen X views age as a disadvantage when moving around the job market and may have a greater fear of layoffs, and a greater need to hold on to what they have. Recognize the vulnerability that Gen X experiences and challenge them to grow continually.  

Boomer (61 to 79) Assumptions and Needs

Assumption: Boomers feel superior based on time of service; they may be perceived as rigid, stuck, and lack the ability or desire to change. Periods of change should be met with change management practices. Educate Boomers on the need for change and how it impacts the business's health, and provide tools to support Boomers through change. 

Enneagram

Learning one’s Enneagram type can bridge the generational divide. Below are four examples of how the Enneagram can ameliorate generational tensions and differences. Although specific generations are called out, these examples apply to all generations. The Enneagram helps to blur the generational differences when each person knows his or her own and others' Enneagram types, and finds new dimensions with which to relate and understand each other, increasing tolerance and understanding.

·         The Enneagram can unite two similar types with a more profound sense of knowing each other. For example, if a Boomer and a Gen Z-er are the same type, say a type 8, illustrating their natural abilities to lead people, as well as their tendency to overlook others’ opinions, knowing this can generate a bond based on mutual understanding,  despite the generational divide.   

·         Another example that dispels generational assumptions is using the Enneagram to differentiate individuals based on strengths, weaknesses, and blind spots. For example, two heart types (three centers of intelligence – heart, head, and body) – a Gen Z and a Gen X-er for example, might discover some commonalities in how they perceive relationships, enabling them to transcend the generational assumptions.

·         On a personal level, an example of a Six Enneagram Type Gen X-er, understanding their challenges centered on fear, safety, and authority (this could apply to any of the generations that are Type 6), can learn how this stance prevents them from moving forward.

·         When others, including Boomers, learn their Enneagram type, they can enhance their self-awareness and empathy. Or they may understand the source of their inflexibility and position themselves to be more flexible and adaptable.

Call me for more information about Enneagram Typing and Follow-up.

lesley@changingbehaviorsconsulting.com

781 929 6901 

What is Happening to Middle Managers 

My focus has and is on Gen Z and how they are transforming the workforce. I now include the Enneagram to enhance teams and self-awareness, reduce conflict, promote valuable feedback, and develop leadership skills, all of which are valuable skills for Gen Z, mainly as they learn to adapt to business cultures and practices.

The Enneagram and what it can do for your team

I have been an advocate since the late nineties. I truly love this system because it helped me know myself better and develop more compassion for myself. The more I learn about the different types, the more I am awestruck as to how different we each are and the need to honor these differences.

The Enneagram will make your team strong with these five behaviors:

1.     Enhance the Value of Each Member - Everyone learns their gifts and uniquenesses.

2.     Communication - We all have preferred communication styles, and the Enneagram helps along these lines.

3.     Bonding and Feedback - Use the knowledge of the Enneagram types as a language to build bonds and to give feedback to each other.

4.     Tolerance - Discuss tolerance in light of the different Enneagram types.

5.     Position each team member in tasks that capitalize on their strengths.

Contact me for a free consultation to learn about: 1. The Different Types; 2. The optimum placement of team members corresponding to different phases of the project; 3. How types 3, 7, and 8 can improve their self-awareness, and hence, improve their leadership; and, 4. Leearn how to take advantage of the instincts.     

I am certified in the Enneagram. It is a personality system unlike any you have experienced. It involves an interview/test, self-reflection, and self-awareness.

Young Professionals (Gen Z and young Millennials) are revolutionizing the workforce and business cultures. They demand greater leadership skills, such as empathy and authenticity, and desire meaningful work that helps them grow. The Enneagram is a way to jumpstart your culture to one of more tolerance, respect, engagement, and productivity.

Contact

➤ LOCATION

Marblehead, Massachusetts 01945

☎ CONTACT

Lesley@changingbehaviorsconsulting.com
(781)929-6901