Matt Schlegel is the Principal of Schlegel Consulting and Evolutionary Teams, he’s an entrepreneur and ex Tech Executive and now author of Teamwork 9.0
Transcript: Thanks to Jermaine Pinto at JRP Transcribing for being our Partner. Contact Jermaine via LinkedIn or via his site JRP Transcribing Services
Matt Schlegel is joining me on the show today. He’s an author, consultant speaker, and founder of Schlegel Consulting. But before we get a chance to speak with Matt, it’s The Leadership Hacker News.
The Leadership Hacker News
Steve Rush: We’ve all heard of the great resignation, right? However, employees say and sustainable workloads and expect are the things that are driving to quit. In a recent article by Emmy Lucas of Forbes. She describes that not only unsustainable workloads or one of the top factors contributing to the great resignation, others such as uncaring managers, inadequate compensation, lack of career development are all contributory factors. However, survey completed by McKinsey recently, which queried nearly 600 employees looked at those who’d left without another job lined up and those who returned to work. Much of the analysis of how to solve the great resignation is really focused on giving workers higher pay, better career opportunities and nicer perks and days off and mental therapy and help and better family leave. But there’s been less attention paid to actual workloads employees have. And how employees plan to address that issue. 35% of respondent said unsustainable work performance expectations were they reason that they left their job without another in hand.
And the same percentage said that they would leave uncaring leaders or a lack of career development. Following these reasons were a lack of meaningful work, better support for employee health and wellbeing, inadequate compensation, but ironically compensation ranked six as a reason of leaving, suggesting that evidence that pay isn’t everything. It means something, of course, the report showed that those who work in an environment, they like also find purpose in their work and have better relationships and therefore, probably stick around. When it comes to returning to work. 47% of the 600 respondents polled and about a quarter of those return to non-traditional work, whilst three quarters went back to traditional employment and of those 600 respondents who left without another job lined up, 44% of them said that they’d have little or no interest in returning to the same job doing the same work in the next six months. The highest-ranking reason for why people did return to work in the work they were doing previously was having a strong identity and policy that addresses workplace flexibility. So, post pandemic workplace flexibility includes not just ours, but flexible places, space, time, empathy, understanding. Commitments to the work that they’re undertaking. So, organizations and employers really need to take a hard look at whether they’re ready and can actually deliver on making the right structural changes to actually deal with things like work overload.
As we move into the next phase of change, we’re already in the future of work. So, it’s really important that the work itself is prioritized. We tend to want to make those quick and easy solutions, but it will take us all effort and time to readjust in the hybrid world or whatever label we choose to give it. So, my leadership hack here is. Often when people leave an organization, we conduct exit interviews. I wonder if it is time for us to have stay interviews, to really get to the heart of understanding. What’s really driving the needs and desires of people who want to stay here. And if we listen, adapt, and create the right environments for our teams, our coworkers, and our organization, we’re all going to be the beneficiaries of that. That’s been The Leadership Hacker News. Really love for you to share any stories, insights on either our social media or through our website. Let’s get into the show.
Start of Podcast
Steve Rush: Our special guest on today’s show is Matt Schlegel. He’s the principal of Schlegel
Consulting and Evolutionary Teams. He’s an entrepreneur and ex tech executive. And now the author of teamwork 9.0. Matt, welcome to The Leadership Hacker Podcast.
Matt Schlegel: It is a delight to be here. Thank you so much for having me.
Steve Rush: It’s our delight too. And we always like to kick off our shows to dive in, to find out a little bit about the man behind the magic. So, tell us a little bit about how you, Matt ended up doing what you’re doing now and moved away from the tech business to help lead Evolutionary Team.
Matt Schlegel: Oh yeah. thank you so much. Yeah, so like you said, you know, I started out with a tech background, studied engineering, electrical engineering. And as I, you know, proceeded through my career, my boss came to me one day and said, hey, Matt, you know, we want you to manage a team. I’m like, why do you want me to manage a team? I know nothing about leading people. I only know about leading electrons. And he is like, don’t worry, you’ll be fine. Well, I’m not the type to be not worried. So, I was worried. And when I get that way, what I do is, I go and study and get my hands on everything, you know, information I could find and learn about, you know, what it is that I’m embarking on as you know, a leader of people.
So, along that journey, I encountered a system called The Enneagram and Enneagram is, you know, commonly understood as a personality system, has nine types that are in the system. And by the time I had encountered The Enneagram, I had already been exposed to other you know, personality systems in the workplace like Myers Briggs and Disc and Strengthfinders, there’s a bunch of them. And so, I kind of put it into that category and, you know, I want to use it and I tried it and I used it for myself and my family just to kind of test it out. And I found that it was so powerful and fascinating and helped me understand myself in a way that I’d never understood before and understand my relationships both professionally and personally as, you know, my type interacted with the other types. And so, yeah, so, you know, that fascination just led me on this journey of exploring it more and more. I started to use it in the workplace and had incredible results and that’s why I went on to build a consulting practice around that. And you know, eventually wrote my book Teamwork 9.0 to share, you know, some of the learnings that I had along the way.
Steve Rush: And was there a pivotal moment for you? Because, you know, let’s speak quite frank about it. You’re quite modest. You had some big roles in some big organizations, you know, you were part of the PalmPilot evolution, you know, back in the day, there must have been, you know, you were riding the crest of a corporate career at one stage and there must have been a pivotal moment you thought, you know what, I can take what I’m learning and I can share it with others, what actually happened there?
Matt Schlegel: Yeah. So, my career you know, it started out in tech. Started in San Diego, I was raised in the Bay Area. And so, when we had children, we wanted to move closer back, you know, to where our families are to raise the kids. And so, I started on the, you know, just that journey of startups and it was just exhilarating to be in that environment, and you know, and developing new products, you know, cutting edge all the way. And so, you know, being in that for, you know, 15 years or so, just very intensely, I got to the point, and I guess it was around 2007, it was during the downturn. And I just had this idea of, you know, one day I wanted to go into consulting and have my own practice.
And at that point in my career, I said well, if that’s kind of what my long term path is, why not test it out? Why not see if I can start a consulting business and run a consulting business now and, you know, if it works, great, because then, you know, in my dream role, you know, earlier than anticipated. If it doesn’t work out, then my Plan B, you know, go back into tech. Well, fortunately and gratefully it did work out really well. And so, I was able to just go down that path and build my consulting practice. And I’ve been doing it now for 15 years this year.
Steve Rush: Yeah. Excellent story. So, when you talk about The Enneagram, it’s revolved around nine numbers, which I guess is what’s driven the whole Teamwork 9.0.
Matt Schlegel: Right.
Steve Rush: What is it about the numbers then that is so different with what you do versus then some of the others which are letter driven like Disc and Myers Briggs and the like?
Matt Schlegel: Right, as an engineer, you know, one of the things that I found really satisfying about The Enneagram as opposed to some of the other systems is that it, really speaks to, you know, our evolving over time, how our behaviors change over time. And those behaviors will change depending on our stress level. Are we feeling secure or insecure? And our level of maturity. Are we younger? Are we older? And so, this is one of the fascinating things. And if you look at The Enneagram diagram, you’ll see these lines within the circle. And that’s what those lines are talking about is, how it moves. Well, so that was one aspect. But then I did ask that question, why are they numbers rather than letters? And it turns out there’s a reason why they’re numbers and it’s because it speaks to motion around the outer circle.
And so, if you look at The Enneagram, you just look at the circle and numbers, it looks like a clock, right? And just like the hands of a clock, go, you know, clockwise around the circle, The Enneagram is also describing a dynamic of clockwise motion around the circle. And when I thought about it more, I realized, oh, this is describing a process. And these are the steps, the order in that process, one through nine, and it describes the way humans solve problems. It’s a problem-solving process.
Steve Rush: Right.
Matt Schlegel: Once I had that epiphany, I’m like, oh, now I have a problem-solving process. I can work with my teams on. And there is a personality type that’s perfectly tuned for each step-in problem solving. And once you have that, you know, model, then you can have, you know, great success with teams understanding how to work teams around problem solving to get results.
Steve Rush: So, it’s almost kind of decoding the problem inside out, isn’t it?
Matt Schlegel: Exactly, exactly. And it lets you understand, you know, where your teams are going to be really good at problem solving. It’s going to tell you where they might struggle or where, you know, steps they might skip altogether, just because there’s no dynamic represented by the team at that point in problem solving.
Steve Rush: And from the top to the bottom of those nine steps, there’s a neurological and chronological order in the which way we do this, right?
Matt Schlegel: This is another thing that before I really dove into The Enneagram, I wanted to make sure that there was some neurological underpinning to the system and it’s still very early. And we don’t have, you know, really good understanding yet. But I found a fellow who described a model of how you could get those nine distinct types out of two parts of the brain, which is the Amygdala and The Prefrontal Cortex. Each one of those parts, since we have a Bicameral Brain, you’re going to have right dominance, left dominance and then a middle, Ambi or Ambiguated. And it’s the three states of the Abliqua, times the three states of The Prefrontal Cortex give you the nine types. So that’s a model that I came upon and it seems to match well, the behaviors described by those states of the Abliqua and The Prefrontal Cortex match well to the behaviors described by The Enneagram. So, it kind of gave me, you know, at least two ways to look at the way people are behaving that were consistent with one another.
Steve Rush: When we first met Matt, I had this kind of look bit of an aha moment around the fact that this is where it can really start to engineer great teamwork and thinking, because if we’re thoughtful of what triggers a reaction or a threat response in our Amygdala, which is that part of the brain that regulates the emotion.
Matt Schlegel: Right.
Steve Rush: We can maybe think about tactically, how we can avoid them. And then we can practically spend more time in our executive thinking, which is that Prefrontal Cortex. And it was that aha moment for me around, ah, that’s why there’s nine and that’s how they kind of fit together.
Matt Schlegel: Yes, exactly. And you bring up such a good point. And this, you know, speaks to one of the ways that an individual can use The Enneagram is, once you understand, you know, that Amygdala trigger in yourself and what that feels like, and what you know, that’s going to cause you to do. Once you have an understanding of that at intellectual level, then when you do go into that state, you know, you can know it better and manage it better and then, you know, bring yourself through it and back out to, you know, a more secure and healthy state without inadvertently just letting yourself be taken over by that emotional state.
Steve Rush: Right, yeah. So, let’s dive into the nine themes. Like, it’d be really helpful just to get a sense of what are they and how they work and how they all related?
Matt Schlegel: Right, right. Yeah. So, you know, I’ll go around in order and also describe how each one of the types helps in problem solving. You know, so, you know, what’s the first step in problem solving? It’s, you know, hey, there’s a problem. It shouldn’t be like that.
Steve Rush: Yeah.
Matt Schlegel: It should be like this. Well, that’s the dynamic of type one. Often called the perfectionist and the perfectionist is the one who’s going to like identify, hey, things shouldn’t be like that. They should be like this. So, that’s the dynamic of one. And then the dynamic of two, speaks to, you know, who cares, right. And that’s the next step in problem solving is like, you know, if there’s a problem, then you need people to care enough about the problem to actually want to do something, to solve the problem.
And type two is called the helper. And so are there are ones who identify, oh, there’s something that needs to be done and I’m going to help get that done. So that’s step two, and that’s the dynamic. Then, you know, step three in problem solving is just coming up with ideas for how to successfully solve the problem. And the dynamic of three is, they’re often called the achiever and they’re the ones who want to succeed. And there always scanning for, you know, what ideas can I work with and execute for ultimate success. And they also have this wonderful ability to suppress their emotion because every time somebody throws out an idea, you know, most of us are going to go, oh, that’s a great idea or, Ooh, that’s a terrible idea. Well, the three doesn’t have that filter and so when they start throwing out ideas, they can generate lots of ideas, kind of unfiltered. It’s like throwing spaghetti against the wall.
Steve Rush: Right.
Matt Schlegel: Right. So, then you get to step four because step four is to see what sticks, right. It’s that, oh, that’s a great idea. You know, it’s that emotional reaction to any idea and type four they’re often called the romantic. But what it’s saying is that they are the most emotionally tuned in to, you know, the emotional content in their environment. But it also in problem solving gives you kind of this emotional filter to pass ideas through so that you outcome, you know, the most positive ideas. The ideas that the team wants to pursue and has the emotional energy to pursue because, hey, we still have a long way to get the problem solved, right?
Steve Rush: Right.
Matt Schlegel: So now we move over into, what’s called the head group. The head group is the five, the six and the seven. So, after you have your positive idea, then what you want to do is validate that idea. You need to test it; you need to analyze it. You need to, you know, so you do your pro, con analysis, your cost benefit analysis, and maybe some prototyping to make sure that the idea’s going to work. Once you have validated your idea, then you need to build, oh and by the way, type five is called the analyst or the observer. They’re the ones who like dig in and go very, very deep and explore ideas and collect lots of information. So, then you go to six. Type six, it’s kind of like a planner. They’re always thinking about the future, and they map wherever they are, connect the dots into the future to a successful completion of the goal.
And so, you have that idea. Now you map into the future, and you create your plan, okay. Next step is, you need to sell the plan to, you know, the rest of the team or the broader collect of stakeholders and get buy-in and that’s step seven, that’s called often called the enthusiast. So, you can imagine a cheerleader, you know, saying, hey, we found a great idea. Let’s go, let’s go solve the problem.
Steve Rush: Yeah.
Matt Schlegel: And get everybody excited, okay. Now what have we done steps one through seven? Talk, talk, talk. Now we get to eight, time for action. The type eight is one of the most action-oriented types and they want to get stuff done, you know, they want to just get to the point and just move forward. And the type eight dynamic is essentially wanting to secure control of the environment. So, it’s really a take charge, get stuff done, type of dynamic. And then finally we get to nine, you know, you think, oh, after the eight’s done, you know, oh, okay. We solve the problem. And inevitably whenever you have any kind of transformational change, some feathers are going to be ruffled and some toes are going to be stepped on. And so, what you want to do is, you know, have the conversations to smooth out and integrate the solution with the broader community. And that’s the dynamic of nine, is listening, understanding other people’s perspectives and trying to reduce and conflict and harmonize with everybody. And inevitably in those conversations, people are going to identify new problems, which is why The Enneagram is a circle
Steve Rush: And it goes round again.
Matt Schlegel: Exactly.
Steve Rush: Yeah.
Matt Schlegel: So that’s in a nutshell, that’s the dynamic.
Steve Rush: So, if I completed an assessment on Enneagram, would it give me a kind of a push and a pull kind of, so I might be strong in a nine, but less in a one, how would it kind of play out as a result?
Matt Schlegel: Right, and that’s a great question. And, you know, I advise people when they take an assessment to just, you know, use it as a process of eliminate because whenever most people take the assessment, they score highly on two or three types and low on other types. So, you eliminate the low scoring types, and you keep the higher scoring types.
Steve Rush: Right.
Matt Schlegel: And, you know, the first time I took the assessment, I scored highest on type eight. But I’m not a type eight. It turns out I was a type six and that was my second highest scoring. But I was in an environment where I had to behave like an eight and environment the encouraged me to be like an eight. And so, when I’m taking the assessment, it’s like, yep, I do that, yep, I do that. Yep, I do that. But it wasn’t really speaking to, you know, the way I would like innately, you know, respond is just my environment was encouraging me to respond in that way. So, you know, that’s pretty common. And so, when you have, you know, high scoring on several types, then you have to kind of go to that next level of understand those types, understanding the underlying motivators of each types, and then identifying which of those motivations best match with your internal innate motivation.
Steve Rush: Got it. So, is there a naturally occurring opportunity or is there a natural occurring time when it’s best to do this?
Matt Schlegel: Oh yeah. It’s probably okay to do it anytime if you are interested in, you know, knowing more about yourself, knowing what, you know makes you tick and knowing that, you know, having that knowledge will make you, you know, a better leader, a better entrepreneur, you know, it just can improve, you know, all of the relationships that you have in your life, both personally and professionally. So, you’re ready for that, then that’s the best time to take the test and then start to ask those questions about yourself. You know, what is making me tick? You know, where is it that I excel? Where is it that I’m not as interested? And I want to put people around me that can, you know, compliment my skillset so that we can be an ever stronger and more effective team.
Steve Rush: And I love the whole idea as well, that, you know, when you first did it, you came out as an eight, but actually you recognize you’re more of a six and it’s important that we don’t just do this once in isolation, that we may be revisit it from time to time to ensure that we fully understand that, how the environment’s impacting on our behaviors as well, right?
Matt Schlegel: Exactly. And once you do understand your dominant type, you know, and I kind of look at it this way, it’s like handedness, you know, our brain has dominance that drive our handedness and it will, you know, people will say they’re right-handed or lefthanded, or maybe you know, they’re ambidextrous, well, the same way with your Prefrontal Cortex and the same way with your Amygdala. And so, you know, one of these Enneagram types tends to be more dominant than the others. And that’s kind of your starting point. And then you can, you know, once you know that, then you can see yourself change over time based on that Enneagram model and those lines within The Enneagram.
Steve Rush: So, is there a perfect map for a team? So, you’ve just studied this for years, and I’m just curious to find out whether or not you’ve noticed a pattern occur over that period of time that said, in order to have the perfect mix across a team, this is what it might look like.
Matt Schlegel: Yeah. And so, you know, I’ll start off and say, you know, it’s highly unlikely that any team that you come across is going to be completely and well balanced. For whatever reason, you know, you’re not going to have all nine types represented on your team.
Steve Rush: Right.
Matt Schlegel: When you start to, you know, work with a team to try to, you know, solve a problem, you know, if you have an initiative that you want to, you know, bring your team together to tackle, what I found is, you need to pull people in from whichever starting point they’re at. Pull them into the dynamic of that step-in problem solving, right. So, you know, step one is that, you know, let’s define the problem and take the time to get everybody to think through what is the problem from their perspective.
And then also think. Once the problem is solved, you know, what will the world look like? So, in that step, you’re essentially getting your list of things that need to be solved, and then also creating a vision for the team of how the world would look like once the problem is solved. And, you know, and even though you might not have any type ones on your team and type ones would just naturally get this, but you can pull people into that if, you know, direct the team to actually focus on it and make sure that all the voices are heard. And so that’s how I use it. I just pull people into that dynamic and then work through the various steps so that the team systematically hits each one of those energies.
Steve Rush: Yeah. And I suspect also, if you are highly dominant in any one of these nine, then that also becomes then a development area I suspect.
Matt Schlegel: Right. Right. And, you know, and this speaks to, you know, how people want to play to their strengths, right. So, they want to jump to that, you know, point in problem solving where they’re naturally gifted, right. So, the eights want to jump right into action, you know, so they already have a sense, I know what needs to happen, let’s just go do it, you know, and they want to jump straight to type eight, or excuse me, step eight, without having worked through, you know, the other steps. And so, you’ll see this in teams, you know, so if you go into a team that is dominated by a type eight leader, you know, you’ll find that the team has kind of learned to just, you know, do what the eight said. And then, the type eight leader might confide in me and say, you know, I really wish the team would take more initiative and you know, come up with ideas and execute them themselves.
Steve Rush: Mm
Matt Schlegel: Well, right. And I’ll say, well, you know, you would need to let them do that in their way, working through those steps, because the team might not have that same intuition about what to do that you do. So, if you want to encourage them to, you know, take initiative, you have to allow them to do it in their way, which won’t be your way and give them the space and the time to work through this process.
Steve Rush: Hmm.
Matt Schlegel: So, that’s one of the ways I guide, you know, my clients who are type eight leaders is to, you know, let them work through the process and let them kind of build that problem, solving muscle themselves. So, they’re not always relying on the type eight leader for direction.
Steve Rush: Right. And I also wonder if a type eight leader might make assumptions by jumping straight in at eight that could have been identified by going through the steps proceeding that?
Matt Schlegel: Well, of course, you know, when you jump straight to action you know, you are having assumptions and you’re making assumptions and, you know, the interesting thing about the type eight you know, they’re in the intuitive group, which is the eight, nine and one. So, they already have intuition about what it is that they want to do. The other interesting thing about eight is that they don’t really dwell on, you know, failure, you know, they’re happy to just jump in, try something, hey, it doesn’t work, okay. Let’s adjust and you know, do a course direction and start going in this direction, right. So, they will, you know, just, you know, by always acting iterate towards the solution without necessarily stepping back and taking time to think things through. This works great for type eights, but, you know, for those of us who aren’t type eights, it can be a little uncomfortable because, you know, like type six right. We’re trying to map the dots into the future, right. And we’re thinking, but if we do this, then this could happen or that could happen. And then our brains start racing on, you know, all of the problems and that we want to try to mitigate, but, you know, rather than, you know, crashing into the wall and then changing direction. So, you know, and that’s where a dynamic, you know, that’s just like a six, eight dynamic that happens on teams.
Steve Rush: Yeah. So, you wrote the book Teamwork 9.0.
Matt Schlegel: Yeah.
Steve Rush: How does that differentiate from the traditional Enneagram? What would be the kind of the extra layer of context they get from that?
Matt Schlegel: Right. So, the thing that I really wanted to focus on in my book was that dimension of problem solving, and, you know, there are many books about The Enneagram as a personality system. So, I didn’t want to write another book just about the personality side of The Enneagram. What I wanted was to take that and then build onto it that dimension of working through that outer circle of The Enneagram in order of those steps with teams to you know, show that The Enneagram has this other dimension to it, of a problem-solving process. And so that’s where I talk about the problem-solving process. I give some case studies and anecdotes. I talk about as a leader, you know, how do you respond when your team doesn’t have a specific strength in problem solving and how to overcome that? How to get each of the team members to step up, I call it shared leadership, you know, because if you know, you have somebody who’s really strong at a certain point will then encourage them to take the lead at that step and problem solving. I talk about the creativity, you know, each type brings a distinct creativity to problem solving. So, there’s, you know, a number of aspects that you can apply The Enneagram to when it’s in the context of team, problem solving.
Steve Rush: Love it. And we’ll have an opportunity to share with our listeners at the end of the show, how they can get hold of some of that information too, before we get there, want to dive into and hack into your leadership brain. Now having led and worked with numbers of teams all over the world to distill all of that great knowledge and learning you’ve had on your career, Matt and hack into those top three leadership hacks, what would they be?
Matt Schlegel: Right. So, you know, the first thing that, you know, I mentioned at that opening story, you know, is, I realize that you know as a type six, that worrying is a part of my dynamic and that is caused by anxiety. So, you know, the five, six and seven are in the thinking group or head group, but the underlying issue for us is anxiety. I have this like feeling in my gut, that’s kind of a constant friend I have, and I could feel it kind of go up or down. I like a thermometer and The Enneagram gave me a word for that. It’s like, oh, that’s anxiety. That’s, what’s causing that.
Steve Rush: Yeah.
Matt Schlegel: But it’s also, you know, it’s like a nuclear furnace for me. It gives me tremendous energy. And now that I know what’s going on, I can use that and say, okay, well, where am I right now? Am I feeling comfortable? Are we headed in a good direction or my Spidey senses telling me, oh, you know, something amiss and we need to kind of reflect and look back? So, you know, so that’s one way as a leader learned to just be more conscientious of my internal state, both to, you know, understand myself, but also to make sure that, you know, whatever is causing my anxiety, doesn’t spill out over into my relationships with my team that, you know, might adversely affect our forward progress, right.
Steve Rush: Right.
Matt Schlegel: So that’s you know, I think just that self-awareness is super important. And then, you know, the other aspect is, you know, once you understand yourself, you can really start to understand the dynamics of the other folks on your team. And they really appreciate this because you are understanding them in a way that helps you better communicate with them, helps them better motivate themselves, you know, and you can put them in roles where they can really thrive and show off their natural gifts and allows you to have deeper, more meaningful conversations with your team, so that you can better build rapport and trust with them, which is another key to leadership.
Steve Rush: And your third
Matt Schlegel: And the third I would say is, you know, once you have that, then you can understand what your, you know, the strengths and weaknesses of your team. And then what you want to do is like realize, okay, I have gaps in my I team. I want to make sure that, you know, we have a diversity of perspectives and so many people are talking about the need for diversity on teams. And there are many dimensions of diversity, but I would also say that, you know, be aware of style diversity.
Steve Rush: Yeah.
Matt Schlegel: Because people tend, you know, to like people like themselves. That’s why we have the saying, you know, birds of a feather flock together. And, you know, if you’re a hiring manager and then you’re hiring people, you like, what’s going to happen is, you’re going to build a lopsided team. So having the understanding of, you know, the value of having a more diverse team in terms of styles, you’re going to get, you know, a better set of ideas to work with. And you’re going to have, you know, better overall outcomes, because you have all of these different perspectives that are adding to the overall success.
Steve Rush: I love that last one. Difference makes a difference.
Matt Schlegel: Yes, exactly.
Steve Rush: So, the next part of the show, we actually call it Hack to Attack.
Matt Schlegel: Okay.
Steve Rush: So, in essence, this is where something is just screwed up. It hasn’t worked out well, maybe it’s been catastrophic, but as a result of the experience, you’ve now taken that as a learning, and it’s now a force of good in your life or work, what would be your Hack to Attack?
Matt Schlegel: Yes. And you know, so one of the things that I’ve learned, you know, as a person who is somewhat based in anxiety, I tend to be on the cautious side. And so, I might overcompensate on being too cautious. And so that’s one of the things I have to, you know, I’ve learned about myself. And then I learn, you know, and this is where I can, you know, value the perspectives of others who, you know, aren’t necessarily as prone to that perspective. And then, you know, tap into that dynamic when I need to. And that’s been a great learning for me, and it’s allowed me to better appreciate the other perspectives and the other members of my team so that I can, you know, rely on them when my anxiety might start to, you know, get too much. So, I would say, you know, one of the, you know, bigger learnings I’ve had to, you know, deal with personally and overcome personally
Steve Rush: All starts with self-awareness again, though, doesn’t it?
Matt Schlegel: It does.
Steve Rush: Yeah.
Matt Schlegel: It does. And I think, you know, that was the starting point. That self-awareness was the starting point for some of, you know, the best learning and experiences that I had in my career. That’s why I got so excited about this and wanted to pursue it and write the book
Steve Rush: Exactly. Last part of the show. We get a chance for you to do a bit of time travel bump into Matt at 21 and give them some advice. You have a chance giving some words of wisdom, what would they be?
Matt Schlegel: Yeah, that’s a great question. And if you ask my kids, they’ll tell you what it is because they know, and that’s you know, learn The Enneagram. Learn that, you know, style is, learn, you know, how that’s influencing your behaviors and your decision making and learn that, you know, your style, isn’t the only style. It’s not the correct style. It’s not the right style, you know, and once you understand that, you know, there are these distinct styles and that you can now put them into context of, you know, it’s valid to just be, you know, like the type four swimming and emotions, what does that bring to the party? How does that help the team move forward with that, you know, connection to emotions or, you know, where are the intuitive people that sense of how is that informing the team? And so, just that appreciation of you know, where each type is coming from is hugely important. And I think as a young person, to be able to appreciate that and understand the value in it, you know, just makes you have a better appreciation for all the people in your life.
Steve Rush: Great advice, as you are sharing that, you know, I’m thinking I need to get my young teenagers and my kids in their early twenties into this, because actually the more dynamically they’re aware of things, the more it can help them. And also, I wonder if this works across the family as well, right?
Matt Schlegel: Absolutely.
Steve Rush: Yeah.
Matt Schlegel: You know, and this is really, you know, how it’s commonly used to help people, you know, understand, you know, the dynamics with, you know, in your personal relationships. It’s, you know, very valuable for that, because then you can end up you know, avoiding, you know, conflicts and understanding if you do go down the path of conflict, why that’s happening and then how to get back out and great tool for that. And then young people, you know, they’re experimenting with different relationships in their life, you know, and then, you know, having a framework for, oh, okay, well, I’m a type eight. And I was, you know, I had a relationship with a type nine. And what did that feel like? How did that work? Is that feel right for you? You know, and at least understand and navigate those relationships a little bit better when you have that framework to work with.
Steve Rush: Awesome stuff. So, as folk have been listening to this, Matt, I’m pretty certain they’re thinking I need to get a copy of Teamwork9.0. I need to find out a little bit more about The Enneagram. And of course, you’ve got a bunch of resources that can help them. Where’s the best place that we can send them so they can connect with your work?
Matt Schlegel: Oh yeah. Thank you so much. So, my website is evolutionaryteams.com. So that’s all one-word evolutionaryteams, and there you’ll find you know, some resources, there’s a complimentary assessment. Enneagram assessment that you’re welcome to take there. And also, you can find out information about teamwork 9.0, and then I blog and share, you know, different topics on leadership decision making and teamwork. And I’m doing a series of interviews with leaders who are using their essentially self-awareness about their emotional state in their leadership practice and how that motivates, inspires, and drives their leader of behaviors. So, it’s really fascinating stuff.
Steve Rush: Great. We’ll put those links and the links to your social media connections as well in our show notes. So, folk can connect with you as soon as they finish listening to this.
Matt Schlegel: Well, thank you so much, Steve. I really appreciate it.
Steve Rush: Matt, it’s been fascinating talking. I am incredibly excited about the different dynamics that Teamwork9.0 brings about, and actually how that can help other teams become more effective in their work that they do. And thank you for coming and sharing your stories and being part of our community on The Leadership Hacker Podcast.
Matt Schlegel: Well, thank you so much, Steve. I really enjoyed the conversation.
Steve Rush: Me too. Thanks, Matt.
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