According to Baron and Wagele (1994), the Enneagram is the study of nine basic personality types in order to better understand why individuals act the way they do, provide guidelines for individual growth and tools to improve relationships with co-workers. Although it is unclear when or by whom the Enneagram was discovered, researchers believe it dates back as long ago as 2500 B.C somewhere in the Middle East. G.I. Gurdjieff, a Russian mystical teacher, introduced the Enneagram to Europe in 1920 and in the 1960s it arrived in the United States.

An individual can easily become confused or overwhelmed when looking at the diagram of the Enneagram, but once an individual develops an understanding for interpreting the information, the structure is actually quite simplistic. "There are nine equidistant points on the circumference of the circle. Each point is designated by a number from one to nine, with nine at the top, by convention and for symmetry." (Riso, 1987, P. 23) Each personality type represents one of the nine points, connected to two other points. "These two points or types are called arrows. When relaxed, an individual takes on the positive qualities of the number that connects to theirs in this order: 1-7-5-8-2-4-1 and 3-6-9-3. One goes to Seven, Seven goes to Five, and so on. When under stress, an individual reverses directions: One takes on the negative qualities of Four, Four of Two, and so on." (Baron and Wagele, 1994, P. 4) An individuals basic type dominates personalities, however the types on either side of them influence them. Types on either side of a point are wings, also known as the second side of your personality. (Riso, 1987)

Listed below are the nine different Enneagram leadership styles, as described by Mary Bast Monagha. It is important to remember that one style is not superior to another and that it is normal to possess traits found in many of the leadership styles.

One - The Idealist

A self-observing idealist can be a wonderful leader: wise, tolerant, balanced, and focused on standards of excellence in ways that provide an exemplary vision for followers.

Two - The Mentor

The most interpersonally oriented of all the leadership styles. Mentors are unconditionally caring leaders who derive deep satisfaction from seeing and encouraging the development of others; they are typically great supporters of customer service.

Three - The Star

Star leaders are often expansive, risk-taking go-getters who ensure high productivity for their organizations. Formidable models for others, they are efficient and supremely goal-oriented; consequently, they tend to rise to top organizational levels, or to run their own companies.

Four - The Innovator

Innovators are vital to the health of an organization because they are able to view things from a new slant and are not bound by tradition; they can keep an organization from slowly dying out of untested and outdated assumptions.

Five - The Synthesizer

Because of their ability to take in the whole picture and integrate its components in creative ways, well-developed Synthesizers can be consummate strategists and visionaries. Often very bright, they are extremely capable of influencing others through their knowledge.

Six - The Partner

Partners at their best are highly team-oriented leaders and excellent managers who bring out the best in everyone. These are energetic executives who attend to interdependent organizational needs, which shows up in their language as thoughts about the group.

Seven - The Futurist

Charming & easy to talk to, highly evolved Futurists are the organization's cheerleaders because of their natural optimism. They focus on long-term perspective and possibilities. Equality is important to them, so Sevens sometimes have to work around organization constraints.

Eight - The Advocate

Advocate leaders who have paid attention to their own development are able to shoulder huge responsibility without having to control everything. Right beneath the surface they are softhearted; when this is tempered with their typical self-confidence, they have loyal followers and can truly move mountains.

Nine - The Diplomat

Serene and centered, well-developed Diplomats bring cooperation to any organization; they are highly capable of dealing with others' problems and building consensus. They have a natural tendency to honor diversity, and can get along with almost anyone.

Organizations that utilize personality typing discover that there are advantages as well as disadvantages to the evaluation. Individuals in management find personality typing a useful tool that allows them to have a better understanding of the personality types of their employees. Personality typing also benefits the employee as productivity and employee satisfaction increases when employees feel their manager understands and takes their feelings and needs into consideration. Human resource associates find personality typing a valuable tool in understanding the personality types of those individuals they are considering for promotion or hire. (Riso, 1987) The disadvantage of personality typing is that it is time consuming and costly. Also, it provides individuals with valuable insight however; it will not alter the patterns or behavior of those individuals.

Personality typing is difficult to validate because it is not commonly recognized in the psychological communities because it does not measure mental health and considers all personality types equal. "Also, there is, at present, no scientific proof for the nine personality types. However, each body of knowledge has its own kind of proof, in its ability to describe people in a way which deepens their understanding of themselves and others." (Riso, 1987, P.21)

Baron and Wagele (1994) believe that an individual must first find their center if they want to learn more about their type. It is their belief that each center consists of three adjacent types in relationship to the three centers of the body. The three centers include the heart, the head, and the gut.

The Heart of Feeling Center (Image)

The three personality types found within this center are twos - interested in people and nurturing, threes - like to be seen in good light, according to socially agreed upon norms, and fours - have strong needs to express themselves and to be seen as original

The Head of Thinking Center (Fear)

The three personality types found within this center are fives - rely on their own resources and find safety in knowledge, sixes - seek relief from fear through the permission and approval of authority figures or through rebelling against authority, and sevens - are active and optimistic.

The Gut or Instinctive Center (Anger)

The three personality types found with this center are eights - present a strong image and are not afraid to express their anger, nines - are agreeable, accommodating, and ones - see anger as a character flaw and try to hold it back.

Finding Your Type

As suggested by Baron and Wagele (1994), the best way to search for your type is to research each personality type in detail. There are many resources available that provide lengthy descriptions of each personality types, along with questionnaires to help individuals determine their type. An additional resource is the Myers-Briggs questionnaire, a tool to assist individuals in learning more about their personality type.