GOAL SETTING

FOR EVERY
ENNEAGRAM
TYPE
Enneagram is a model of the human
psyche which is principally understood and
taught as a typology of nine
interconnected personality types. In business
contexts it is generally used as a typology to
gain insights into workplace interpersonal-
dynamics. Organizations can effectively use
this to have meaningful conversations
towards goal setting & performance
management. We have put together a brief
guideline of what characteristics these
personality types portray and what goal
considerations you should have for them.
Type 1: The Reformers
– Change agents
They are principled, purposeful,
self-controlled and perfectionist.
This may lead to being very hard
on themselves and on people they
lead.

Goal Setting Considerations: 

Time is essence for them – being
perfectionist they may consider spending
too much time on an activity.
Help them set goals in which they can stay
in control 
Challenge them with goals which reflect
new initiatives or objectives for the
organization

Type 2: The Helper

– Empathetic
They are people oriented, self-
sacrificing and demonstrate high
degree of empathy.

Goal Setting Considerations: 

Help them stay focused – they need a
system to stay disciplined to achieve their
goals before helping others. 
Set goals to reflect organizational impact –
they need constant affirmation that their
work moves the needle for the organization
and their contribution is valuable 
Share the Why behind Goals - they are
committed to goals which represents
higher purpose

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Type 3: The Achiever
– Producers
They are ambitious, competent,
highly-driven and known for
getting things done.

Goal Setting Considerations: 

Consider stretch goals – they love
challenges and hence natural flair to work
towards higher than average goal targets 
Establish Qualitative measurement of goals
– in their rush to meet the goal targets they
have tendency to sacrifice quality 
Collective Goals – help them set and work
towards collective goals. This make them
consider goals which is inclusive of their
team members

Type 4: The Romantic

– Introspective
They have strong sense of self-
awareness, are emotionally
creative and temperamental in
nature.

Goal Setting Considerations: 

Develop and assign goals which are
Creative – allow them to express
themselves  
Goal Feedback – They love feedback and
one on ones on their goal performance to
have an opportunity to improve 
Help them respect leader board – they do
not like public shame and fall into self-pity
if they see they are not doing well on their
goals. Coaching them and educating them
about the leader board is required

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Type 5: The Investigator
– Curious
They are alert, insightful
and can develop complex ideas
and skills. They demonstrate
being independent, innovative
and inventive.

Goal Setting Considerations: 

Goal dashboards – They love predictability
and hence they respect systems which
clearly articulate where they are going and
what they must achieve. 
Goal timelines – they take time to prepare
and deliver. Being aware of
the timelines, gives them power to apply
right resources to get things done. 
Daily Priorities – they see
many possibilities and often have
challenges in prioritizing. A system which
can put the top daily priorities for them
will help.

Type 6: The Loyalist

– Committed
They are reliable, responsible,
trustworthy and excellent
troubleshooters. They are
motivated by fear and need for
security.

Goal Setting Considerations: 

Make Goal Setting collaborative exercise –
listen to their questions and concerns
about the new initiatives or goals. 

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 Goal & Performance Transparency – they
enjoy transparency and want to learn that
they are being treated fair. 
Challenge them – as they try to build
safety in the environment, they rarely seek
to leave the comfort zone.

Type 7: The Enthusiast

– Versatile
They are optimistic, versatile,
adventurous and fun loving. They
constantly seek new and exciting
experiences.

Goal Setting Considerations: 

Bring them in for BHAG – they are
visionaries with natural flair for detecting
patterns/trends. They can provide great
value in drafting Big
Hairy Audacious Goals (BHAG) 
Help them stay focused – with high energy
and being multi-faceted they need
encouragement to stay aligned to the
goals. 
Accountability – they need systems which
can create high accountability to deliver on
things which they promise.

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Type 8: The Challenger
– Confrontational
They are self-confident, strong,
assertive and decisive. They love
to stay in control of their
environment and having
challenges with vulnerability.

Goal Setting Considerations: 

Set Stretch goals - they feel most alive
when they are exercising their capacities to
the maximum 
Leader-boards on the wall – they love truth
and always would like to learn what’s going
on good or bad for them and their team. 
Inclusive Goal setting - they have tendency
to act too quickly without considering the
consequences or consulting with others.
This may go against the larger interest of
the organization and hence the need to
coach them for inclusive goal setting.

Type 9: The Peacemaker

– Trustworthy
They are usually creative,
optimistic and accommodating.
They do not enjoy conflicts and
can go a long way to appease
others for peace.

Goal Setting Considerations: 

Establish clear expectations and
performance goals  

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 Individual goal setting – encourage
them to express their personal goals which
creates sense of alignment towards the
organization vision 
Get them thinking – they generally tend to
undervalue their strengths & capabilities.
By challenging them to think beyond will
help them and organization.

THE REAL VALUE OF

SETTING THE GOAL IS NOT
THE RECOGNITION OR THE
REWARD, ITS THE PERSON
WE BECOME BY FINDING
THE DISCIPLINE, COURAGE
AND COMMITMENT TO
ACHIEVE THEM
- Anonymous

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