Transition & Personality
How Leaders Experience Change
In the life of a leader, transition is the only constant. Yet, how we navigate that change- especially the change we didn't ask for - is deeply personal. When you face disruption in your life or your organization what is your first instinct?
We all know people who seem to breeze through transitions. They welcome change; disruption seems to enliven them rather than derail them. They may even get bored when things are the same for too long, so they create their own changes. They jump around to different employers, jobs, and sometimes even careers. They have a new project or hobby every week and they are really excited about it.
On the other side are people who thrive on a consistent set of variables that remain constant. They stay at the same job for years, content with their role after spending years mastering it. They eat at the same restaurants, order the same meals, and follow the same morning routine every day. For them, the mere thought of change makes their chest tight.
The Spectrum of Change
These are extremes, but even if you tend to be more balanced, you probably lean toward one side or the other. I know that I am a creature of habit in some areas of my life, while in others I get bored rather easily. The things I do regularly ground me in important ways, yet I crave the excitement of a new challenge that is outside of my comfort zone. I like change—mostly when it's on my terms.
If we were to plot our tolerance for change on a straight line between "love it" and "hate it," each of us would place our mark in a different spot. That brings us to a very important point: change hits us all a little differently. And since we are all a little different, we will process the transition differently.
The Anatomy of a Transition
I have shared this previously, but I appreciate the way William Bridges has framed the experience of transition in three parts: Endings, the Neutral Zone, and New Beginnings. While a transition will force us to grapple with all three parts, the way we walk through those stages will differ based on our personality. We created a free guide that explores how each Enneagram type typically experiences endings, the neutral zone, and new beginnings.
Defining and understanding our personality has its own challenges, but I believe the attempt is worthwhile. Any insight we can gain about who we are and how we operate enables us to move through the world more effectively. It gives us a view into our strengths, weaknesses, blind spots, and potential growth areas. This self-awareness is essential for anyone in leadership.
“If your emotional abilities aren’t in hand, if you don’t have self-awareness, if you are not able to manage your distressing emotions, if you can’t have empathy and have effective relationships, then no matter how smart you are, you are not going to get very far.”
– Daniel Goleman, Emotional Intelligence: Why It Can Matter More Than IQ
The Enneagram as a Compass
I am a fan of any tool that helps people develop greater self-awareness, but one that I come back to again and again is the Enneagram. It has gained popularity largely because it explains motivations and behavior in a powerfully accurate way. The model consists of 9 different personality types that have unique characteristics and challenges. If you are new to the Enneagram you can explore more at the Enneagram in Business.
When I coach people through transitions, it really helps to know their Enneagram type. One of my clients is a “7.” Typically, a 7 loves ideas and new things but can struggle to sit with difficult emotions because a primary motivator for them is avoiding pain.
When a recent transition came to them at work, they were more excited than concerned, already spinning a hundred ideas of what might be next. While that made the start easy, they were blowing past the need to consider the losses - friendships with treasured colleagues, dreams of what the future would look like, or difficult lessons learned. As their coach, I needed to remind them that sitting with those losses was actually the most important thing for their growth. Our free guide walks through this process for all nine Enneagram types.
Leading Yourself First
Every personality type faces a different challenge in transition. Some types, like the 7, embrace change. Other types get stuck in the losses and wallow in the past, never moving toward the new horizon. Some types make decisions about what is next too quickly just to ease the tension of the "messy middle," only to find themselves unhappy later because they made a choice for the wrong reasons.
Navigating a transition effectively requires you to stretch in new ways. As a leader, it also sets your team up for success. As John C. Maxwell says:
“You cannot lead others until you first lead yourself. You can lead yourself at your best only if you invest in yourself first.”
A Gift for This Moment
Transitions tend to surface questions that cannot be answered with quick reassurance. They ask for attention, patience, and understanding. That’s why we created Transition and The Enneagram, a free resource that maps how each Enneagram type typically experiences endings, the neutral zone, and new beginnings. It helps you name what you are likely feeling, where you may get stuck, and what kind of support actually serves you best in this phase. This is not about fixing yourself. It’s about understanding how you're wired so you can move forward with intention.
We’re Here to Walk with You
Leadership often requires us to do this work in real time, while still showing up for others. If you want to go deeper, we would love to walk alongside you. No matter your personality or style, we can help you let go of the past, embrace the future, or sit in that neutral zone where transformation happens.
