Providing Feedback to Enneagram Personality Types with Hillary McCaskey, ep. 205

Providing Feedback to Enneagram Personality Types with Hillary McCaskey, ep. 205, Instructional Coaching with Ms. B Podcast

Chrissy Beltran  00:01

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Chrissy Beltran  01:23

What’s your instructional coaching personality type? Have you ever wondered what superpowers make you a really strong coach, and what areas you could strengthen a little with a little direction? Well, now you can find out. I created the What’s your instructional coaching personality type quiz to help you answer this very question. Just head to buzzing with Miss b.com/quiz, with a capital Q to take the two minute quiz and get your coaching personality type sent right to your inbox. Even better, you’ll get a playlist of podcast episodes that are handpicked just for you to help you hone your superpowers and strengthen your areas of growth. I’m so excited to share this quiz with you, so don’t wait. Go to buzzing with Miss b.com/quiz, with a capital Q, and learn so much about your coaching self. Welcome to instructional coaching with Miss B, where we believe that every teacher deserves a coach, and every coach does too. I’m Chrissy Beltran, an elementary teacher who became a coach, and I had to create my own coaching program that worked. Now I teach coaches how to design their coaching programs, build a school wide action plan and use differentiated strategies to support teachers. Plus, I’ve got a special spot in my heart for literacy coaches. Now let’s dig into the Episode

Chrissy Beltran  02:35

Hey coach, and welcome to episode 205. Of instructional coaching with MS B. We are talking today about providing feedback to different Enneagram personality types. This is part of our series on relationships resistance and rookies. And I really think that understanding different personality types and understanding how people receive feedback because of the way that we view the world is a really helpful way to build positive relationships and to work through some tough resistance. So if you’re dealing with a lot of resistance, I want to remind you about my free five day plus one email course, it comes straight to your inbox, and it is about coaching resistant teachers, and you can grab that at buzzing with Miss b.com/resistance but to get started with our episode topic today, I want to share a little bit about why I think this topic is so valuable, aside from the fact that it was actually requested from listeners. So one of the biggest things that I learned when I moved from teaching to coaching was that the way I worded things was very, very important. As a teacher, I could just state things pretty simply and clearly with students, and they mostly accepted that and responded well. But adults are coming from years of baggage and experiences that are very diverse, and you know, by the time we get to be teachers, we’ve been through a lot of stuff, and so we all hear things through the lens of our own personality and our beliefs and our worldview. When I took the Enneagram for the first time, I felt like it absolutely nailed who I was to the point where I made my husband, my family and my best friend take it, and I felt so much confirmation and clarity about what was motivating them. It was just really insightful to me. So when you, one of you completed the podcast survey and asked at the end of last season for an episode about how to provide feedback based on Enneagram personality types, I was like, yes, that’s such a good idea. You might have already listened to Episode 63 where I speak to Myrna survey about the Enneagram. So if you are not familiar with the Enneagram that could be a really good place to start and go get you know, basic understanding. But today we’re digging even further into this fun and really helpful personality tool. So today, my guest is Hillary mccaske of Enneagram and coaching, which is, I think, the perfect combination. So let’s welcome Hilary to the podcast. Best.

Hillary McCaskey  05:00

Oh, thank you so much. I’m excited to be here. Well,

Chrissy Beltran  05:03

thank you for joining us, because we have lots of good questions to ask about the Enneagram today, and so I’m really glad that you are able to give us your expertise. Yeah, yeah. So as a quick way to introduce yourself, I would love to hear about a few things. One of them is, who do you help and how do you spend most of your time and energy at work?

Hillary McCaskey  05:24

Okay, so I’m an Enneagram coach, and so I help anyone and everyone, anyone who is looking to understand themselves better, get unstuck, learn about the people in their lives, anything like that, people who are wanting to be, in my opinion, the best version of themselves. And so we take a deep look at them, we figure out their type, you know, we I do typing sessions, I do coaching sessions, and we figure out their type. And then we, we go through the good, the bad and the ugly. And I really believe that the Enneagram allows us to go deeper than other personality testings out there, at least in my experience. So, you know, it’s not all butterflies and rainbows. It’s like, oh, you know, what are you running from? Let’s let’s go there. Let’s go deep. And so, yeah, people that are ready for change and want to move forward in life. Yes, I

Chrissy Beltran  06:21

love that, and I’m glad that you mentioned that, because I was going to want you to kind of follow up a little bit with, you know how the Enneagram is different than other personality tests? Because I think that that’s an important consideration. I actually really enjoy this one. I feel like it really does name well, you know what I see in my life. I think it’s a really good one. And then what is your go to movie or TV show or book? What is the thing that you come to over and over again whenever you just want something comforting and easy? Okay?

Hillary McCaskey  06:52

Well, I can answer the first question of how it makes it different. It any here’s the deal. I love all personnel, anything that you’re going to dive deeper within yourself and learn who you are. I’m a fan of so MBTI, just there’s, I don’t know, I won’t even list them all. Everyone probably knows their favorite out there. I’m a fan of all of them. But the Enneagram, to me, helps us keep moving forward. It helps us, you know, it just, it doesn’t just allow us to stay where we’re at. And to me, that’s what makes it different. Sometimes it’s like, it’s not like, Oh, this is who you are. It’s like, oh, here’s some childhood wounds, right? Let’s go deep. And it just allows us to go, Well, where do we go from here? Because we have growth arrows and stress arrows, and there’s just movement, fluid. And so that’s what makes it different. And then moving on to a fun question, movies and shows and things like that, that I love. I am a reality TV junkie. I but I’m old school. I am like survivor. I am like the old school reality TV shows, Big Brother, it’s just I don’t know I been watching for like, 20 years since I’ve been out. That’s

Chrissy Beltran  08:07

so funny. That is such like I’ve heard that answer every time I ask people about their go to TV show. So many times it’s a reality TV show. And that’s every time I’m surprised, because I am, like, not enjoy reality TV. And so mom is a reality TV person, and I’ll go to her house, and she’ll be like, did you watch what is her one lately that you there’s so many deck below deck

Hillary McCaskey  08:32

is, oh, yes, yeah, I haven’t seen that one. But yep, no. Like,

Chrissy Beltran  08:36

Mom, you know, I don’t watch this stuff. She’s like, Oh, we’ll just play it. We’ll just let it play.

Hillary McCaskey  08:42

I think for me, it’s, I am fascinated by human beings.

Chrissy Beltran  08:46

Yes, it is. That’s

Hillary McCaskey  08:47

reality TV, even though, like we know, it’s not 100% reality. It’s the closest you can get, in my opinion. And I’m fascinated on how people are working and why they’re doing what they do. It makes it on the flip side, I’m a huge sports fan, too, so Okay,

Chrissy Beltran  09:03

well, it’s like people watching, I guess reality TV people watching, but from home, so

Hillary McCaskey  09:06

that makes sense. Yeah.

Chrissy Beltran  09:10

So I was thinking about the questions that I’m asking you, and I’m just thinking now, so I was going to ask you to give us a quick rundown of kind of the defining characteristic, or characteristics, for each Enneagram type, and then kind of what that might look like at work. And then I was thinking about challenges providing feedback, and what is the best way. And then I thought, well, maybe we should do it by Enneagram type instead. So where you say the type, this is what it looks like. These are challenges, and this is how you should provide feedback to this type. Would that make? Probably then going back and forth.

Hillary McCaskey  09:42

Um, I mean, I guess that’s up to you. Yeah, we could just go from there and stay within each type, sure, but I would love to know what’s your Enneagram type.

Chrissy Beltran  09:53

I’m a one. Are you really? Yes, I’m a one two. Yeah,

Hillary McCaskey  09:58

a one wing, two. Okay, so you’re. Perfectionist with a little bit of helper, yes,

Chrissy Beltran  10:03

yeah, which makes a lot of sense. And then I think I’ve seen challenger is, or something like that is one of the words adjectives that I’d use to see describe the one, because it’s, like, always trying to do it the right way. And, like, is this the right way? Should we do this right way? And so the question that I just asked kind of made me think of us really, like, Wait, yeah, better way. They’re a more right way to do this. Yeah,

Hillary McCaskey  10:24

yeah. No, you’re totally spot on. It’s such a one thing to go. Well, would this be a better way? Yeah, I don’t know. I honestly, and I’m a nine, I’m an Enneagram nine without my husband, yes, yeah. So a peacemaker. So I’m going to be like, well, whatever’s best for you.

Chrissy Beltran  10:41

Oh, well, that makes sense. Okay, so let’s go ahead and do that. I think that if people are unfamiliar with Enneagram types, it might make more sense to stick with one type and talk about that a little bit instead of going back and forth, because then it can just be

Hillary McCaskey  10:54

really confusing. So that’s true. That’s true. All right, okay,

Chrissy Beltran  10:57

so we’ll do that. So if you can kind of give us an introduction to each Enneagram types, like starting with, you know, whatever number you want to start with, and then a little bit of what it might look like at work to work with this person. Some challenges. These instructional coaches provide feedback, you know, some some challenges that person might or that a person might see, whatever they’re working with that with a person in that challenge, that that Enneagram type, and then maybe worst and best way to provide feedback to each type. Because, you know, each of us has our own preferred mode of communication, and we often use that with other people, and then that’s not their preferred communication. So the best way for me to get feedback might be the worst way for somebody else to get feedback, you know, right? Like my husband, like a little suggestion to him. He’s like, Oh, if you’re just suggesting, I’m that I’m not going to really worry about it. Like, it’s not a big thing, right? You know, like you i This is what I need you to do. Like, do this that does

Hillary McCaskey  11:58

so true exactly, because he is a nut,

Chrissy Beltran  12:00

right? Yes. So it’s got to be pretty cut and dry. And if, and it with me, if you just suggest something, I’m like, oh, I should really do this. That means I have to do this, you know. So people are opposites in the way that we talk, you know, and provide feedback. So that would be, I don’t know who you want to start with. What order do you want to go in? Sometimes I see people change it up. Oh, no,

Hillary McCaskey  12:18

I will go in order. Okay. Oh, no, no, no, we’re gonna go, starting with the one. Okay,

Chrissy Beltran  12:26

let’s go. Okay, so

Hillary McCaskey  12:28

the one who is the one, they’re, they’re perfectionist, right? They’re characterized by a strong desire to, you know, follow direction, adhere to high standards. They, you know, pay attention to details, and especially at work. They’re the quality control. They’re different things like that. They could be, you know, I’m thinking like, within all jobs, like they could be the they normally, they are the reliable employees, right? They’re the ones that are like, okay, these tasks need to be completed accurately. They see things and they can critique really well, but for them, it’s like, what I say about the ones is just to make sure that it’s just a thing that you see critically is okay, but like, you know, as long as it’s not like a critical spirit, it’s like, okay, I see what needs to be done, and I have good ideas, and, you know, and stuff like that. And so I think, yeah, they’re the ones, you know, they moral. We call them, not only the perfectionist, but the teacher, the reformer. You know there I would use the word excellence to describe them. And then let’s see challenges at work. For the type, one best way to provide feedback to them would be, it needs to be constructive. It needs to be focused on areas of improvement. You know, don’t criticize a one. Don’t nitpick a one. They’re hard on themselves. And that’s the thing that I don’t know, that everyone understands, is like they’re, they’re pretty hard on themselves. They don’t need anybody else to to, you know, criticize, or anything like that. They’re like, Oh, believe me, I know myself enough. There they, I think they they don’t need someone to be, like, overly positive, either. They don’t need that like, you know, someone to do that. But they just need, like, Okay, if you could be direct with me and encourage me that would, that would be the best way to help the one. I would say, Yeah, what do you think as a one? Yeah,

Chrissy Beltran  14:50

I agree. I think. I mean definitely, if there’s something that I am like, I remember going to my instructional coach and being like, I have this question. This is I have already done. And all of the thinking and all of the figuring out that it is possible for me to do like, I have invested the time already in figuring this out, and so I’m seeing it to you saying I still don’t like it. So now what like, I need input, good, like, solid input here, because I am, yeah, I’ve already done all of the legwork that I can do in my like, in my current state of experience. And so when I was presented with, oh, that looks good. That is not what I wanted, I know something’s missing. Help me this out. And so I’m like, I didn’t want a pat on the back. I didn’t need right on the back. I want the chat. I wanted the missing information, you know,

Hillary McCaskey  15:36

you’re like, just give it to me. Just, yeah,

Chrissy Beltran  15:39

I feel like this could be better. Something’s wrong, you know, and, and she was just like, No, I think, I think, yeah, it makes sense. I mean, all the work that you put, yeah, I can see why you arrived at this. Well, I know I can too, but I want to know what to do now. Yeah, I think I needed, like, specific feedback. I needed, you know, very targeted. I wanted somebody to, like, fill in the missing pieces, something that I was like, No, I know I’m missing something, and I need somebody to give me that missing perspective, exactly,

Hillary McCaskey  16:09

and which is, okay, go ahead.

Chrissy Beltran  16:14

Another challenge is working with others who have a very different perspective on work. And so, like, it’s, I’ve been told, Well, you have very high standards. I’ve been told that, yes,

Hillary McCaskey  16:25

you know, the one does, yeah. And so from my

Chrissy Beltran  16:29

perspective, I’m like, we’re teachers, we it’s kind of important, yeah? And

Hillary McCaskey  16:35

that’s not a negative, right? That’s not negative, but it gets set as a negative because there’s eight other personalities, right? That their defense mechanism starts and they’re like, wait, I can’t be like you, so it’s a negative. And you’re saying, No, my personality has high standards, yes. And that is, can we agree that that’s not a bad thing, that that’s, that’s actually something I bring to the team, that’s very, very valuable,

Chrissy Beltran  16:58

right? So, yeah, so I can see, you know, valuing that in your in your ones, if you have somebody who is very ethical and has a very strong sense of right and wrong, and this is why we do this, and this is the reason we do it. We do it that way, because and, and, and, you know, so if you see that in your people, appreciating that and then also helping them maybe understand their teammates, yeah, yeah, because you have to have that information to understand, oh, this is where you’re coming from. That made zero sense to me. Would say that, but now I can at least understand where it came from.

Hillary McCaskey  17:31

Yeah. And I’ll leave you with this for the type one, if you want to know how to communicate the best with the type one, if you make a mistake, admit it and take accountability. Mm, hmm, that’s what everyone needs. A one needs somebody to go, Hey, I made a mistake. I admit it. Forgiveness comes very naturally to the one, but the person has to be willing to own it. And that’s my number one piece of advice for great communication between a one and other types. That’s how you get along with them. Of just be honest. Say, oh, you know, oh, I made a mistake. Because ones are, you know, like, it’s not okay to make mistakes, but they can have grace when a mistake is made, if someone takes accountability,

Chrissy Beltran  18:15

yeah, yeah, that’s true. Yeah, that’s a good point. I do feel like mistakes are like, Okay, but what could we have done differently? So this doesn’t happen again, right? Yes, learn from

Hillary McCaskey  18:24

it. Learn right in the workplace, that’s very important. It’s like, you know, don’t just tell me, don’t, don’t just tell me, just learn from it. And I mean, because what we’re trying to do is we’re trying to have a a cohesive team and Grace all for each other and understanding. So,

Chrissy Beltran  18:41

yeah, yeah. I love that really good tip. Okay, okay, number two, but let’s talk about twos, those people, people, yeah,

Hillary McCaskey  18:49

yeah, the type twos, the Helper, the caretaker, the pleaser. They’re the ones that like. They seek love by sacrificing themselves so they deal with a little bit of that they’re known for, their warmth, their generosity, their desire to be needed by others. In the workplace, they’re the ones that thrive in positions where they could support somebody that, for the most part, they want to support, they want to assist, they want to help somebody else. That’s where they find their value. They excel in customer service, human resources, roles that you know, that you know, there’s nurturing and teamwork together so you know. And this is where I’m going to say every type is so important. When I go and I teach staff members, I’m always hoping that they have all the types, because I’m like, you guys, you all bring something, you know, to the team. And so for the two, you know, they’re the ones that are, are the hair helpers, and they care take and stuff. But when thinking about it too, and some challenges in the workplace or. Or, you know, I guess, for them, they the best and worst way is to provide feedback and stuff like that. The best way would be to offer feedback, if you, if you need to, you know, talk to them and feedback is needed. It’s like, okay, you have to come warm with appreciation for who they are their contributions. Encourage them. A lot of times they suffer from having good boundaries and and so it’s like helping them to see like they need to. Sometimes they can come hurt for something that was actually because they didn’t set a boundary. Yeah, because if you don’t set boundaries, people are people don’t know, you know. And so it sometimes, what I see in the workplace too is that too, like they can get hurt, and it’s like, oh, people take advantage of me, but, but there’s some ownership that needs to happen there, where it’s like, well, you have to prioritize yourself and have self care and set some boundaries then. And so sometimes I find myself coaching twos that way. You know, I would say, Don’t criticize or nitpick, or I’m sorry, don’t criticize or reject their efforts without acknowledging they have good intentions. You know, they are trying really hard, and so they they do need, like, where I said the one needs a little bit of a more direct, you know, honest approach. They need a little bit more of a warm approach, right? And for the two, communication, how to get along with them, I would say the number one thing for them is anything you do need to talk to them about do it privately. Because so they’re in what we would call an image triad, and they’re very aware of people looking at them. They don’t want to be in the spotlight. And so anything challenging that you would need to discuss with them, just do it privately. That would be the best first step of communication with a two,

Chrissy Beltran  22:05

yeah, yeah, I could definitely see that it can show up as, like, being really sensitive, you know, somebody’s very sensitive and, you know, and they are very, you know, caring and warm and and put people first, which are all really great qualities, and then they can also sensitive, which can sometimes be difficult, like for somebody like me to respond to. I have to be really thoughtful about that, yes, because it, because things can be, you know, we I can be kind of blunt sometimes, not in a not maybe in a coaching way, but just in a talking to people way, yeah, yeah. And so I have to really be thoughtful about that with certain people, because they, the way that they hear it is, it could be taken as a criticism, or even just, oh, that just didn’t sound nice, right,

Hillary McCaskey  22:46

right? And you’re like, Well, I wasn’t trying to sound nice. I was just

Chrissy Beltran  22:52

talking about you, just about something in the world that I think. And, you know, yeah,

Hillary McCaskey  22:56

yes, that’s and that’s why it’s so important to learn about each other and go, Okay, so what approach? And it’s really, if you just if you want it to go, if you’re really wanting it to go, well, it’s like, okay, sometimes we have to put our own personalities, like, Okay, this is what I need. But what do they need in this moment? If we’re wanting change, we’re wanting to them to actually hear us. And let me tell you, as we get through these you’ll be able to be able to see, like not everyone’s going to be okay with or even, it won’t even be easy for another type sometimes, to come to a two, you know, with grace and understanding, like we get to the five, you know, they’re, they’re, that’s going to be hard for them to understand that. That’s what the two would need. Yeah,

Chrissy Beltran  23:38

my brother is a five. Well, I have three brothers mine. Oh, really. And so, yeah, he’s they’re very unique individuals, and that is what they like to be as well,

Hillary McCaskey  23:51

totally.

Chrissy Beltran  23:52

So let’s check out the threes, right? And they are, it’s my understanding, right? That they’re like, achievement, image driven, like accomplishment and things like that, is that? Right? Perfect. Okay, yep, yep, perfect. So

Hillary McCaskey  24:06

you said it. They’re called the achiever, the role model, the communicator. They seek recognition through their own achievements and success, right? And so at work, they’re driven by that success, the image, the pursuit of goals like they are ambitious and motivated to excel. They take on leadership roles. They but a lot of times, what’s motivating them? They want recognition. They want an advance, right? They’re efficient employees. They’re important because they get things done. I would say the thing you have to worry or not even worry, but look out for, is they’ll cut corners sometimes because the end goal is more important than the process, and so it’s recognizing that, and just, you know, letting, like, not allowing, you know, because, like, some cut corners I could see, you know, oh, something that doesn’t matter, but some things do matter sometimes. So it’s like, no, no, no, the process. Does matter with them. And I say the best way to communicate, you know, provide clear, provide clear, goal oriented feedback. So for them, it’s like, this is where we’re going. These are some of our goals, you know. And honestly, they do need recognition. And now I can think of other types that I would want to throw up in their own mouth to have to give someone else, you know, the recognition. But, yeah,

Chrissy Beltran  25:27

that’s true. But

Hillary McCaskey  25:28

threes need that. Threes, if you want the best from them, they need you to see them. They need you to recognize what they’re doing. They’re, they’re, you know, there’s a behind everybody’s motivation is, we all want to be loved, right? Like, there’s an innocence behind everybody’s motivation sometimes, of like, why are we like that? Why? Why do we need achieve? To achieve? Why do we need success? A sometimes threes don’t feel like they’re good enough, and you would never know that. And so they’re striving for this because they’re like, oh, you know, this will make people love me, or, you know, whatever and so. So what a worst way for them to like, communicate, or, you know, challenging things would be if you were to another, you know, criticize their performance without acknowledging, like, their actual efforts and stuff, you know, or give credit to other people that actually was theirs, that would really, really, you know, upset a three and so, communication, how to get along with them. You know, I think they need you to be positive and straightforward and clear. The one thing that I found with threes is when they are working and they’re in the mode, like, unless you have to, like, Don’t interrupt them, don’t they don’t want to be interrupted. They want to just keep, you know, working on what they’re working on, you know. And so respect their time because it’s time for them is super important. So,

Chrissy Beltran  27:04

yeah, whenever I think about about people I’ve known who I think possibly, you know, you don’t know for sure, but Right, right, imagine what might fall into the category. I think about how, like, celebrating was so important, you know, challenges and contests and things like that were very motivating to them. Like, there was one grade level that was that I used to work with that was that had a couple people, I think, from this category in it, and they that team, I could make them do anything if it was a contest, like,

27:34

you know, yes,

Chrissy Beltran  27:36

we’re gonna win, you know, so, yeah. And they were, you know, they love to celebrate. And then they, they actually, they got really good at, like, praising each other, you know, because they felt good with their team. So then they could be like, Hey, I saw you did this, and you did and they, they were using that energy with each other, which was really nice to, like, appreciate each other.

Hillary McCaskey  27:56

Uh, you’re spot on. That’s exactly what can happen, you know, when the three is is like, most motivated by what motivates them, like that’s and they are the role model, and they can be inspirational. It doesn’t always have to be about them. They get to that level, you know? And that’s a healthy three, but that’s spot on of what you just said. Okay, great. Okay,

Chrissy Beltran  28:19

so then a four. Let’s talk about a four. I have a brother who has a four, actually, yes, I have three brothers. Okay, one of the five, ones and eight.

Hillary McCaskey  28:30

Interesting, interesting, the one five, yeah, because the interesting thing is ones and eights are similar, and fours and fives are similar, yes,

Chrissy Beltran  28:38

and that’s exactly what we see like we had already seen that in our family. And then whenever they test, it was like, the weirdest thing. I’m similar to my brother Ben, who’s an eight he’s actually education. He’s a baseball coach. We are similar work. And then there’s John and Matt. Are very like

Hillary McCaskey  28:55

reclusive. They

Chrissy Beltran  28:58

hang out with us, and that’s about it. Dungeons and Dragons, and that’s his thing. I mean, that’s, that’s just, yes, they, you know, they’re very they’re in technical work. That’s their their field. And it’s so funny. Yeah, it’s really crazy to see how, how it played out.

Hillary McCaskey  29:14

It’s so interesting. But okay, so the four, we call them, the individualist, the romantic, the artist. They they seek to discover their own unique identity, right? Like they don’t want to be like anyone else. They want to be like themselves. They have a very their depth of emotion is deep. They desire to be authentic, right? I have a niece who’s a four and she lives in Huntington Beach and all she’s a senior in high school, and all her friends are doing senior pictures right now. And what did she do? She literally came here to have her senior pictures done. And because I live in the desert, right? Right? She needed to be different, and needs to be different. And he said, you know, she wants to be unique. And so is, you know, it’s interesting how that plays out. And for them in the workplace, they could be the creative ones. It doesn’t mean they’re like, you know, painting and drawing and art, like, sometimes fours get boxed in, no creative in any way possible. You know, it could be. There’s just so many ways to be creative. Um, they’re, you know, they they do bring very unique perspectives to the workplace. Um, they really do excel in roles that allow for like self expression, anything like that, like they excel in, um, relating to a type four. You need to take the time to listen to them. You know, no judging that. I mean they that would hurt them really bad if, if you judge them for being authentically themselves, right? And so they need, they need people to listen to them and validate their perspectives and their views, you know. So validation is huge. Except for they wouldn’t want you to, like, fake it like anything fake is just like, not okay, you know. So don’t dismiss their feelings. They you know. Just, I think, for the the biggest thing, I just think, for the four in the workplace and in general, is just respect them. Respect their need for space. You know, sometimes they need their own space, validate them, understand them, listen and and, you know, no judging them. Mm,

Chrissy Beltran  31:35

hmm, yeah. Whenever I think of whenever I first took this test and I was kind of learning about the different different personality types. There was one teacher who came to mind, and she really struggled with alignment. She struggled like to be in alignment with her grade level, using resources similar practices. She struggled with, you know, like we planned together and then those lessons were supposed to be delivered. And it took years before she finally was like, Okay, fine, I’m going to start doing some of, like, doing these things. Because she would kind of do some things, and then she’d say, Well, I’m going to do something different. I’m going to do and sometimes I felt like it was just because she couldn’t, she didn’t want to be doing what everybody else was doing, because that’s about her, you know, it wasn’t even necessarily a better choice, or there was no real rush for it. She said, I’m gonna do this. And it was nice. You want to share with us why that was the better option. No, no,

Hillary McCaskey  32:33

no, this is how Yes, just to be different. Sometimes

Chrissy Beltran  32:36

that’s what it felt like, and that can be frustrating when your job is to help people teach similar practices so that kids have similar experiences as they move your school. It doesn’t mean everything’s the exact same, but whenever one person is completely doing something different, yeah, be a real challenge, you know? And then whenever you’re like, like, someone like me, where my job, my personality type already is like, not that everybody has to be the same, but that if this is what our job is to do, then I need to do it. My job is to help these teachers get alignment in certain areas. Was like walking. Obviously it was. It was definitely one of those relationships I had to work at for a long time. And it does change. But like you said, it’s lots of listening, not passing judgment on things that were like, clearly, sometimes I was like, This is so off in my brain. Like, this isn’t responding to the question that we’re talking about. This isn’t Yes. You know, I think she did that point. Sometimes her experience that she’s and so it was definitely a challenge. But over time, things do get better if you keep coming back like you have. I felt like I had to be perfect in the relationship. I had to be the one who always had the pleasant face, who always was ready to listen and not say and I remember once I knew it was finally working, when after a couple of years, we all sat in the circle and we had to pay a compliment to each person around the circle. That was what this activity was that we had for she the compliment she paid me is was really about kind of about them. What she said, you treat us with respect as individuals. That’s actually what she said, wow to us, and you treat us like individuals. And that had been so hard for me that I felt really good. Thing for me to do was her as an individual, given what we were there to do, you know, it was real challenge, but yeah, that’s the person I thought of yeah category,

Hillary McCaskey  34:35

yeah. That’s the biggest compliment they could give. Like I felt really good about it, yeah, you really read that situation correctly and and, you know, made sure you developed a really good relationship, I’m sure, by the end, because you you understood this person. And then they will, they want to be on your team. Then, yeah,

Chrissy Beltran  34:57

you know, something that has helped me? And this is, I mean, I didn’t have any Graham when I was doing that work with that group of people, right? Something that has helped me is I give people a backstory that helps me be sympathetic to them and empathetic to them, even though I’m being empathetic for things that I literally made up, you know? But it helps. I have to have a understanding of people, and if they don’t make any sense to me, I have to make up something that makes sense to me, or I just can’t do it. To do I have to have a reason that the that people are the way that they are, I guess. I don’t know if that’s in that sounds Yeah, horrible thing, but no,

Hillary McCaskey  35:31

no, yeah. I mean, one of the reasons why I got into the Enneagram was trying to make sense of a lot of things that I’ve I had went through, in my child and teenage years, not understanding people and not understanding people’s reasons for doing what they did. And so I found myself, instead of, you know, going through life just hurt and upset, I needed to understand. I needed to understand what makes us all different and why people are motivated differently than me, because I’m a peacemaker. So I have to understand that not everybody cares about peace, right? Right away, they don’t. They care about other things, righteousness, uniqueness, you know, knowledge, strength, and I’m like, I care about fellowship and peacemaking and comfort, right?

Chrissy Beltran  36:19

Yeah, it’s different, yeah, yeah, it’s interesting. Okay, so then, so then a five is our next person, right? Looking at five. Okay, so tell us about five.

Hillary McCaskey  36:28

Fives, the investigator, the observer. Um, they seek knowledge through thinking and loyalty. Um, fives are known for their knowledge, their analytical thinking, their tendency to withdraw or conserve energy, usually at work, they’re the experts in their field. You know, they are the ones that are going to research everything, told in totality, and analyze everything. And you know, they’re the ones that are the problem solvers. Um, I would say, you know, I have a son who’s a five He’s 21 they need a lot of they, they need a lot of autonomy. And, you know, they need people to respect their need for that. They need to be left alone and just let them do what they’re they’re wanting to do. I would say, if you need to have a conversation with them, you know, make sure it’s the right timing and come with knowledge back up whatever you’re going to say with knowledge, you know that they’re in the thinking triad. They’re in the head triad. So if somebody comes to them and says, I feel like they’re going to go, I don’t understand this, this way of talking, or what are you saying? You feel something, I think something, right? And so they’re in a thinking triad. So that would be my advice. Like, don’t come to them saying, Well, I feel like you’re doing this. They’re, you know, they’re going to withdraw them and disengage right away and just so be like, Okay, give them space. And they do have feelings. They do have emotions. Actually, they’re very, very deep. A lot of times I find the fives in person, out of your brothers like this, but in person, they’re very zen. They’re very like you wouldn’t even know what’s going on behind the scenes of in their mind. But then when they’re alone, their emotions flood over them, and they feel them. So they’re, you know, they do have feelings, and then they they can have their feelings hurt. So also, you know, fives come to work, they don’t, they don’t bring their personal life. So don’t bring any of their personal life into anything. Don’t take up all the space with conversation. You know, silence doesn’t bother our five. You know, they are fine with silence. So that’s what I would say for the five,

Chrissy Beltran  39:01

yeah. And I think that’s good, because that silence is time for them to think sometimes too, and then they can come back with sometimes. We try to fill up that silence, and then it doesn’t give anybody time to think, you know, no,

Hillary McCaskey  39:11

right, right? And they are the ones that are like, they’re in their head for a long time, yeah, right. And some of us are like, hey, I need an answer. I need you to, you know, i What are you thinking? And they’re like, hold on. And and fives don’t want to be wrong. You know, one of their fears is, is not having all the knowledge right? And so a lot of times, they won’t say anything unless they’re for sure of their answer. Anyways,

Chrissy Beltran  39:38

yes, yeah. My brother is very much this person, and he’s like, they bought a car last year because they had to, they had to, like, they did not buy a car until they had to. Because he was, like, the bad time to buy a car. Interest rates at this is whatever he did all the research. He was like, what if we drive to this place? Is it cheaper? He it took him months, and he waffled and waffled and waffled and waffled, and then he. Finally was like, Okay, this is the best possible decision that I all the information. And it was so much work. Like, if I want to buy anything that has a battery or a power source or anything, I’m like, John, tell me which one I should buy. He will, He will weigh all of all of the information and find me the best price for the best

Hillary McCaskey  40:17

value, right, right, yeah, it’s amazing. Very analytical, yeah, very analytical. And they can’t have analysis paralysis this,

Chrissy Beltran  40:27

which he does. He does that, yes. I mean, there was a reason they were sharing a car. My sister in law works 45 minutes away from the house, so it was not a good plan, but they could not pull the trigger. Yes, like there were too many choices, and none of them was a good choice in his eyes, yep, yep. He couldn’t do it.

Hillary McCaskey  40:43

Yes, yeah, no spot on. There’s your five. Yeah,

Chrissy Beltran  40:48

yes. And at work, that can be frustrating too, and that’s why, like, these people are great in teams, because they are analytical. But then it’s also like, okay, but we’d like you said we do have to make a decision. We do have to move forward. We do have to make a plan here. We cannot, like, yes, there’s no perfect answer. What is the best we can do with what we’ve got? We have to sometimes do that and it they can kind of drag their feet a little bit because they’re not totally happy with the with the answer, which, I mean, I can relate to that as well. Right? About collaboration, like everybody, like, what does everybody contributes until no one is happy, or something along those

Hillary McCaskey  41:22

lines, right, right? And if you think about it, every everybody’s bringing their own personality to that conversation.

Chrissy Beltran  41:28

That’s right. And so that’s what makes it tricky. Yeah, very tricky. Okay, let’s talk about the sixes. My best friend is a six. We get along super well. We have analyzed this ad nauseam about why that might be,

Hillary McCaskey  41:42

well, you’re both in a triad, so you’re both in a logical triad together. And so that probably helps, because you’re both logical, yes, and she’s a loyalist, which would be very, very important to a type one. They’re called the loyalists. They’re called the skeptic. Sometimes they’re called The Guardian. They seek safety and security through loyalty. You know, they’re, they’re the responsible ones. They’re the, you know, ones that are trustworthy, dependable, but also the worst case scenario thinking ones. So I find in a meeting, the sixes are the ones that all they’ll be listening. And then when you just think everything’s good, then they’re going to poke a hole in the plan, because they’re going to go but did we think of this, which can drive people crazy, but I think they’re important, because then, you know, like, the worst case scenarios don’t happen, because the six is constantly thinking of those worst case scenarios. Yeah,

Chrissy Beltran  42:40

yeah. One time we were in a faculty meeting, and we had gone through our lockdown plan, which is a horrible experience to have to talk about. And then we went through all of your lockdown plan and all of this information that we were okay. And then one person raised her hand and said, What if somebody pulls a fire alarm during a lockdown? And we were like, Oh,

43:02

well no. Like,

Chrissy Beltran  43:03

it was just such, like we all just kind of were sick about it, you know, because yeah, good answer. And we were like, not impossible, yeah, what would happen? And what? Oh, yeah, it was pretty terrible. But yeah, that’s that is exactly who that person was. I think that she was very focused on security and stability and making sure she she knew what to do, what if and what if and what if? You know, pretty anxious person, actually, as well. Well, their

Hillary McCaskey  43:28

their core weakness is anxiety. Yeah, they’re, you know, that is part of who they are and what they do with it can look different within the six but yeah, there. That’s why these worst case, narrow thinkers like you always say you hear Enneagram teachers say you’re on a plane, the six is on the plane, and they’re literally thinking, okay, wherever the exits, what do we do? What you know there you want them around a worst case scenario, right? You just want them to be quiet about it until it happens. That’s all. Don’t put it in my mind. That’s what I want. Don’t give me things to worry about. Yeah, yeah. And so I would say communication with them is has to be honest, has to be clear, it has to be direct, has to be you have to give them a safe place where they can share their concerns without judgment. You know, they’re great team players. And I would say, you know, the number one thing I would say about the sixes is, don’t discredit, discredit their worries and their fears. Yeah, right, yeah. Just, just hear them that allow them to talk about them if they need it. And say, I see your point. I see which is, you know your why, but the one thing to know sometimes with the sixes, though, is their defense mechanism is projection, and so they’re going to project their own fears on and it’s learning to go, okay, so they might be projecting that, but I can still listen and hear them, but I don’t need. Necessarily do anything with that, yeah, because it’s fear. Fear.

Chrissy Beltran  45:04

Yeah, that makes sense. Yeah. I think whatever. If I even think about how I provide feedback to my friend, different but she I just always make sure that she knows that she’s not going to be off my team, if that makes sense, because they want to be on the team, they’re worried they’re gonna get kicked off the team. Yeah,

Hillary McCaskey  45:22

oh, oh my gosh, yes. Like, you’re, you’re spot on. I actually, we have good friends that are the husband’s a six, and surprisingly, he’s in like, like security, like internet, something I don’t know, but he always would say, like, Oh, I think they’re gonna fire me. I think, you know, but it never, but it never, was true, never. And this is, like, years and years and years. But that’s their fear. Yeah,

Chrissy Beltran  45:50

they want to be safe. They want to be secure. And so if you, whenever you provide feedback, you have to make sure that you tell them, Look, I see what you’re doing. I see how hard you’re working. I can tell like you’re you know you’re doing a good job here. Like they need to know that they’re valued and safe. And then they can be like, okay, and I want to get better. Like they do want to get better. They want to hear what you they just want to know that you’re not going to be angry at them. Yes,

Hillary McCaskey  46:15

yeah, absolutely. There’s your six. Yeah,

Chrissy Beltran  46:19

yep. Okay, all right, let’s talk about sevens.

Hillary McCaskey  46:22

Seven. We’ve got three more to go, 789, so the seven, the enthusiast that’s, they’re, they’re known as the enthusiasts. They’re known as the adventurer, the energizer. They seek freedom and independence through their motivation to be happy, right there. They’re the ones that are like, very, very positive, right? And especially on the team, and they’re probably the ones going, Okay, guys, what are we doing today? And they’re like, overly happy and overly tearful, which can be hard for some types. You know, they’re the ones that are like on the team. Usually they’re the ones that are coming up with the new ideas, the new concepts, the new opportunities. Where are we going? How do we get there? Now? Are they good at follow through? Not always, but they can come up with the ideas, right? Because they move so fast sometimes, you know, they they really excel at things that involve brainstorming and entrepreneurship and different things like that on the team. How to relate to them. I would say, you know, they need a place that, you know, that, where they could be creative and stuff, but people aren’t going to, like, stomp all over it. You know, it’s not like they’re going to feel heard and seen, and they’re going to be allowed to be their bubbly self. You don’t, you don’t want to, like, tamper that down. You want to just allow them to be themselves. Because one thing to know about the eight is a lot of times they’re they’re they don’t want to deal with anything hard. They don’t want to have hard conversations. They want everything to be positive and happy and fun all the time, but it’s because they don’t know how to sit in any of those emotions. And, you know, and it’s not like someone’s job at work to help them sit in that emotion, you know, like that’s the wrong place, because they do need to sit in them, but maybe not there, you know. So there, I would say the worst way to like talk to them would be to criticize them for, you know, or to restrict their freedom. They need freedom a lot of times nine to five jobs are harder for seven, you know, because they’re they, they want to be flowy and free and all of that, and so they bring bring creativity to the team and stuff like that. And very team, they’re very team oriented. Like, let’s go team, yeah, which are

Chrissy Beltran  48:52

great people to have when you’re trying to run a meeting, and if you have somebody who is excited about team and like, I’m not the biggest team person, not my favorite thing, you know. Like, just give it to me. I’ll do it. It’ll be done, yeah? And so I have to, I’ve had to embrace teams as a don’t get to choose you are on a team. You know, that is how it works. And so, yeah, I’ve had to really make adjustments in my own brain to to accept that. But when you have a person like, when you’re facilitating a meeting, and you have somebody in the meeting who is like that, it is so great, because they are motivating and excited, and they have lots of ideas. And they are, you know, whenever the whenever things are kind of like running out of energy, they have energy. And so it is. It is really helpful to have those people around. Yeah,

Hillary McCaskey  49:38

you know, what’s so interesting is you’re one and you go towards a seven in health. So I would imagine on vacation, you probably see more of that, yes, right? Because the stress of the world isn’t always. It’s not there unless, like, you’re the planner on vacation. But still, okay. Okay,

Chrissy Beltran  50:00

if you’re allowed to just be to my husband, that is his job. He handled, yeah, see, and

Hillary McCaskey  50:05

then the the one could finally go towards the seven and kind of have that enthusiasm and, and just like go with the flow and, and relax. Um, yeah, that’s where I see it. When

Chrissy Beltran  50:16

I was a new teacher, my one of my we, there were a bunch of new teachers at the school high turnover that year, and I was my partner. One of my partners was my friend, missy. We had gone to college together, and my name is Chrissy, and her name is Missy, and we were both super excited all the time. They had lots of ideas, you know, and they, a friend of ours, used to call us the Chrissy and Missy show, because we were just like so much energy. And they were like, we’ll just sit and wait until you guys finish your all the planning, and then we’ll be like, Okay, what are we going to do? Because we were like, Yeah, we could do this. Yeah, let’s do this. Let’s do it. And then we’d have all this really fun stuff put together. And then people were like, Okay, that sounds good,

Hillary McCaskey  50:53

yeah. And it’s so like, you going towards the seven. And so I would like say, the more your seven shows up, the better. Um, it’s just like going, just using bits and pieces of the seven, you know, because it’s where you go in growth, and that’s where you go. It’s your growth path.

Chrissy Beltran  51:11

I love that. All right, okay, so eight. My brother Ben is eight. Okay, yeah, yeah. They’re, they’re

Hillary McCaskey  51:18

called the Challenger, yeah, see what?

Chrissy Beltran  51:21

He makes sense to me,

Hillary McCaskey  51:23

exactly, right? He does make sense to you. So they’re called the Challenger, you know, they’re assertive, they’re confident, they have a desire for control, and they’re in the workplace. They’re really the natural leaders. They’re very decisive, very action oriented, you know, like the ones, and they really excel in roles that require leadership, negotiation, strategic decision making, you know, advocating for themselves, different things like that. They really, really excel in that, you know, like if you want to the best way to relate to them, or to talk to them, or whatever is to be direct, honest, you know, respect their strength, respect their integrity, focus on addressing the issues at hand. Never attack their character, never attack their person, right? Oh, you’re too much or, Oh, you challenge like you’re attacking them. It’s like, no, what’s the issue at hand? Because they are a little bit louder. They’re a little bit more in the room. You know, respect their boundaries of avoid trying to control them. That’s the worst thing you could do to an eight, is to micromanage an eight. Nope, they don’t do well with that. You know, community communicating with the eight bring logical and practical ideas and solutions to the conversation. You know, be straightforward and just, just respect them. And that will get you the furthest with the type eight, yes.

Chrissy Beltran  52:55

And you know, something else is when you’re coming to an eight with something be right,

Hillary McCaskey  53:02

make sure you’re right. Oh, that’s brilliant. Yes.

Chrissy Beltran  53:10

Like, if not, they’re like, Oh, you’re the one who thinks this, and then for the rest of your life, that is, you’re the one who whatever

Hillary McCaskey  53:17

narrative it’s made. Yes, oh my god. They’re

Chrissy Beltran  53:21

your dad. They’re very good. Like, if you if you have your data PLC meetings, you put that down in front of them, they will ask all kinds of questions. See it through different lenses, instead of going through the same motions all the time. That’s my brother’s big project right now is, he’s like, Okay, how do I compare my growth of my baseball players to growth of of like, what they would just be doing in any random program versus the program that I’m building. How can I do this? We have this whole conversation about how we could build, like, like a mastermind, or like a cohort of coaches, and how they could try out certain things and record their data and compare, so that he has a control compared to, you know, different program, and it’s just like this. That’s how he thinks. And we have teachers who are like that too, who pulled together like this. Okay, I have a plan this. Now. I’m going to review. I looked at all my data. These are areas of weakness, but I need to teach it differently. So I’m going to do this and and that’s their strength. And so if you can use that, it’s a great way to to use that strength to support their team. Yeah,

Hillary McCaskey  54:18

yeah, because the eighth’s actually go towards a five in stress. But you know, that’s not a bad word, right? That’s where they go. And that’s where, like, they’re like, Okay, the data, like, all these, these keywords you were saying, it’s, yep, eights totally bring that to a teen, awesome.

Chrissy Beltran  54:33

Okay? And then nines, like, my wonderful husband,

Hillary McCaskey  54:39

the last one, the last one the peacemaker. You know, they’re the ones that seek harmony. You know, they don’t want conflict. They tend to avoid it. They’re the supportive team members who excel at, you know, being the mediators and fostering teams and cooperation. And they throw. Roles that have, you know, require them to show up that way, require them to, you know, be the team builders and, you know, have empathy. And, you know, bring people together, right? Bring people together. They do amazing at that. I would say, You know what a nine needs? How to communicate with them the best way, listen to them fully without interrupting that hurts their feelings, validate their perspective before sharing your views with them, right? So a lot of times, different personalities will want to walk over the nines words, because then I might speak slower the my nine, you know, and so they might. They need you to validate their perspective first and then share. You could share your views with them. Don’t come to them with a lot of pressure to get something done right away that’ll shut them down like I said, Listen to them. Yeah, that’s that they, you know, are great team members. They just move a little slower and differently and because their motivation is harmony, yes,

Chrissy Beltran  56:09

yeah, and, and my husband is big on avoiding discomfort, so like my daughter’s third birthday party, you know, tomorrow, and I was last night, I was blowing up balloons, you know, I didn’t even have, like, a thing. I was just like, I’ll just blow them up. And like, Could you help me blow up all these balloons? He was like, I’m so bad at tying balloon. Just, if you do five, that’s five I don’t have to do. And I can do 40, and then I want to do 45 you know, he was like, so after every balloon, he was like, Oh, I’m so bad at this. I was like,

Hillary McCaskey  56:49

oh, geez, that’s amazing, because I’m married to an eight and I always say, why would the B team show up if the a team’s here? Like, I’m sorry, a team’s here, B team doesn’t even need to show up. So

Chrissy Beltran  57:01

that’s what my husband’s like. He’s like, you’re just, you’re really good at this, honey, which drives me straight, because my whole life I’ve been told, Oh, you just do it. You’re so much faster. I’m faster because I do it all the time. I have to never do it, and I have to do it. So I got real.

Hillary McCaskey  57:15

So true, though it’s so true. But like, but if you see our perspective, we’re like, we can’t be like, you like, so the nines, I’ll go, Well, I’m not even going to try because, you know, like, my husband’s the cook. I don’t cook. Why? Because he’s amazing at it. Why would I even try? So, yeah, but he would like me to cook, right? He would like, and I do want, you know, I do take the pressure off and order out

Chrissy Beltran  57:40

for oh, good for you. Like giving feedback, you know, in my own personal experience, I know he’s a dweller, and so, you know, if I get feedback, it has to be, cannot be critical, it has it cannot be harsh, and it cannot, really, honestly, even be in the moment. It has to be later after the fact, hey, when this happens, because, you know, I’ve noticed that in the moment, his emotions are high and he’s just, you know, if there’s some kind of conflict, then that’s whenever, like, the worst time to get some feedback on something, because he’s not going to hear it. He’s just going to hear, I’m bad,

58:15

I’m wrong. I’m

Chrissy Beltran  58:16

not a good person. Instead of the thing that I want him to hear, which is, can you help me blow up balloons please, without complaining about it? Yep, you’re

Hillary McCaskey  58:25

like, Please, please.

Chrissy Beltran  58:28

I just want you

Hillary McCaskey  58:31

yes, you’re like, and maybe let him off the hook. Of like, hey, B team’s Fine. I will take B team balloons. Yes,

Chrissy Beltran  58:37

exactly. I don’t care. I just need to blown up. Yes, break a few if they blow that’s fine. Just blow them up.

Hillary McCaskey  58:43

Yeah, yeah, totally I can. I mean, this is very relatable, except for, I’m the nine

Chrissy Beltran  58:49

right from the other side, yeah,

Hillary McCaskey  58:52

the other perspective, yep. I totally get it though.

Chrissy Beltran  58:55

Mm hmm, yeah, yeah. The feedback we do, I feel like we do have to make sure it’s, it’s always, like, kind, it has to always be coming from a kind place.

Hillary McCaskey  59:03

Yes, yeah, it does. And like, I’ll say the one thing that I noticed is, if my husband’s up at Sutter, something like, energy is important. And so like, I could feel the energy, I could feel what’s going on. And then sometimes I’ll emulate that. Like, I’ll just, I’ll all answer with the same energy that was just given to me, even though I didn’t really feel it, um, or I’ll get upset, because now the peace is out of the room, and that’s very upsetting to me, because I just want everything to be peaceful all the time, not healthy. I’ve worked on that. I have I I’m not afraid of conflict any longer, like, because I’ve studied that. I study my personality like, you know, and believe me, I coach a lot of nine, so I have to face myself all the time, but, but, yeah, yeah, that’s

Chrissy Beltran  59:50

a good point. It’s

Hillary McCaskey  59:53

like, oh, one hour light.

Chrissy Beltran  59:57

Because, yeah, you do want to make sure that. Yes. I mean, conflict is normal, but whenever we approach if we’re going to like their classroom or something, to provide them with feedback, we don’t want to go in with all this anxious or upset energy, because then they may respond to that in that way, and it’s not going to get anywhere. You’re not going to actually accomplish the thing you’re trying to accomplish 100% Yeah. And

Hillary McCaskey  1:00:19

it’s like, ultimately, for all the types, it’s like, do you want actual change? Do you really, really want you know, like you said, to accomplish something. Then take into consideration each personality. Or if you just want to hear yourself and you just think, I’m going to say what I want to say, because then I feel better, then you probably won’t get the results that you’re really desiring,

Chrissy Beltran  1:00:39

right? That’s true, even if it’s burning in your soul that something was done wrong. Yes,

Hillary McCaskey  1:00:45

yes, in your soul you can’t escape it, yep,

Chrissy Beltran  1:00:49

not always helpful to say it just will not the next time they will not want to do what you ask them to do. So no, no, all right. Well, thank you so much for joining us today, Hillary and sharing your insight into the Enneagram, how can people keep learning from you?

Hillary McCaskey  1:01:05

I’m sorry, did you say? How can people what keep learning from you? Oh, learning from me. I’m sorry. Well, I have a YouTube channel that as a nine I haven’t posted in over a year on but it has over 150 videos of just everything about the Enneagram possible. I have a and it’s called Enneagram and coaching. And then I have an Instagram that I post on a few times a week. That’s probably the number one place you’re going to find me right now. And I have so many free resources there. And, yeah, that’s those are the two best places right now. And if you want any any materials or anything like on the Enneagram printables, I have tons of those over on Etsy. You can print. I have conflict and communication printables for every type. If you’re like, Oh, what did what you talked about today, I want that in writing. I have it over there on my Etsy account, Enneagram and coaching or each type by itself. If you want to learn more about your type, that’s cool. All right. Well, thank

Chrissy Beltran  1:02:07

you for sharing that with us. Yeah, absolutely. I know that was a ton of information, but if you’re even a little bit curious about the Enneagram, I highly recommend that you head to Hillary’s Instagram. That’s where I found her. I am curious about Enneagram. I think it’s fun. I also think it’s really interesting, and it helps me to understand people. Helps me to understand people better, which helps me to be more patient with people. And because of my personality, patience is not my strongest virtue. And so then that’s something I try to work on by, like I said, giving people a backstory, or understanding their backstory and why they think the way that they think. So it makes sense to me. Again, you can grab that coaching resistant teachers free email challenge. You can get that at buzzing with the speed dot. This b.com/resistance next week, we are looking at how instructional coaches can support burned out teachers with Amber Harper. This is a really important, important topic right now, and it’s going to continue our series on relationships resistance and rookies. So until then, happy coaching!

Chrissy Beltran  1:03:05

Now that you’ve got so much to think about, head over to buzzing with miss B.com to grab some free downloads, become a VIBee and check out the podcast. Show Notes. Happy coaching!