Sample Scenario: Motivating a Disengaged Team Member

Backstory:

In the vibrant but competitive environment of Luna Creative Agency, a sense of disconnection and lack of motivation has taken hold of Casey, a gifted graphic designer with a Type 4 Enneagram profile (Improviser). Known for her unique artistic vision and emotional depth, Casey once brought unparalleled creativity to projects. However, recent shifts in team dynamics and project assignments has left her feeling undervalued and invisible.

Casey's sense of disengagement began when the agency pivoted towards more commercial and less creative projects to accommodate a growing client base. The change, while profitable, stifled the creative freedom Casey thrived on, making their work feel mundane and unappreciated. Adding to the challenge is Sam, the team's Enneatype 1 (Organizer) manager, whose focus on standardization and perfection often overlooks the individual needs and contributions of the team.

The problem escalated when Casey's proposal for an innovative, boundary-pushing campaign was bypassed for a safer, more conventional approach suggested by a colleague. This decision, perceived as a rejection of her creative identity, deepened Casey's disengagement, leading to missed deadlines and a noticeable drop in her usual standard of work.

Problem:

The turning point came during a team meeting where Casey's recent work was critiqued for lacking the usual flair and attention to detail. Casey, feeling misunderstood and sidelined, withdrew further, contributing minimally to discussions and collaborations. Her growing detachment began affecting the team's overall creative output and morale, with colleagues expressing concern over the palpable shift in Casey's demeanor and engagement.

Sam, recognizing the need to re-engage Casey but unsure how to approach the situation sensitively, faces the challenge of addressing Casey's disengagement without exacerbating their feelings of inadequacy and alienation.

The Cohesive Team Deck can help Sam:

• Build authentic self awareness in this context.

• Understand what’s driving Casey’s behavior.

• Validate Casey’s feelings and concerns.

• Lead Casey towards a constructive solution.

Here’s the simple game plan in action.

 Know your Goal and Role (the changes you want to see/the part your behavior plays in the situation)

Card Recommendation: Leader Mood Card – Type 1

The Leader Mood Card is the best bet to unleash this insight for Sam as it paints a picture of the core aspirations a team manager with that type has. This highlights the type of environment Sam is attempting to cultivate and the characteristics and traits he will most admire in others.  

Questions Sam can ponder after reviewing the Leader Mood Card:

1. How big is the gap between my type’s ideal team player description and Casey’s behavior?

2. Far Below Ideal

3. Below Ideal

4. Moderate

5. Close to Ideal

6. Very Close to Ideal

7. Has the situation triggered my confidence drainers? If so, what can I do right away to rebuild my confidence to deal with this situation?

8. What changes in this situation do I want to see?

Why this insight matters: Sam (and other types) is less likely to act or act skillfully if there’s a sizable gap between the ideal and the current situations and the confidence level is low. In addition, Sam (and other types) can use the insight to assess if the changes they want to see are realistic in the given context.

 Understand your Teammate’s Need and Feed (the underlying needs the “problem” behavior satisfies)

Card Recommendation: Enneatype Mood Card – Type 4 (Sam)

The Enneatype Mood Card for Sam’s type will illustrate her priorities and what matters most to her in this context.

Questions Sam can ponder after reviewing the Enneatype Mood Card:

1. What are 3 top values for Sam’s type?

2. What needs are motivating her interaction with me in this context?

3. Where is there inherent tension between our values and needs?

4. Where is there common interest between our priorities and values?

Why this insight matters: In general, it is better to understand the cause of the conflict (e.g. Sam wants a standard way to do things and Casey wants to create something in unique for each project) between the two types rather than focusing solely on the symptoms (e.g. Casey missed a deadline for the project). Sam can use this insight to understand the source of their conflict and where they have mutual interests.

 Pick a Play (swap feedback, ease tensions, play to strengths, encourage growth, etc.)

Card Recommendation:  Enneateam Cards – Type 4 (Casey) and Type 1 (Sam)

Plays are interventions you can make to move team members towards greater alignment. Our standard four are indicated below along with the corresponding cards we recommend for preparing for the intervention:

• Swap Feedback (Feedback Cards)– share perspectives about what’s going on and discuss the impact of it.

• Ease Tensions (Mind Ladder Cards)– lower the heat on a disagreement and reestablish rapport.

• Play to Strengths (Enneateam Cards) – Increase the confidence and courage level of team members to address the problem.

• Encourage Growth (Leader Mood Cards) – Highlight opportunities for the team members to evolve beyond their type patterns and connect to a deeper purpose within the team.

The play we recommend is Play to Strengths to find value in the contributions each makes to making the team effective and cohesive.

Questions Sam can ponder after reviewing the The Enneateam Cards:

1. What contribution do we each make towards keeping the team effective and aligned to our clients’ goals?

2. If our respective contributions disappeared, what impact would it have?

3. In what ways can we both maintain our contributions and be effective and aligned to our client’s goals? (eg find aspects of the process that can be standardized and aspects where creativity is needed)

Why this insight matters: This insight is the key to help Sam see that it doesn’t have to be either or, but rather he can highlight areas where their respective contributions aren’t competing with one another.

 Adaptive Action (complex team dynamics transformed into simple action steps)

Hopefully it is clear to see now how Sam has what he needs to create a simple game plan for action to realign the team. In short, he now has:

• A better idea of the part his leadership patterns played in the situation, what he can do to build his confidence in this moment, and the change he wants to see in the situation.

• An understanding of the inherent tensions between his and Casey’s types and how he can proactively communicate with her to acknowledge and validate their respective contributions.

• Greater confidence to respond in the moment to what comes out of the conversation he has with Casey. He has that confidence because he has insight into what’s going on beneath the surface, has non-judgmental language to describe it to others, and the opportunity to prove to himself and others that he has leadership skills to get his relationship with Casey back on track.

Question Sam can ponder now:

1. Given the insight I have, what are the 3 next steps I need to take to help Casey re-engage and to get us back on track?

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