Here’s some resources and research on the Enneagram. The most common criticism is that it is overly mystical and doesn’t have much science to support its claims. I’m always cautious about any claims that something is able to solve all of life’s questions and problems.
Wikipedia actually has a nice overview.
While Enneagram teachings have attained some degree of popularity, they have also received criticism including accusations of being pseudoscience, subject to interpretation and difficult to test or validate scientifically. They have also been criticized as “an assessment method of no demonstrated reliability or validity”. The scientific skeptic Robert Todd Carroll included the Enneagram in a list of pseudoscientific theories that “can’t be tested because they are so vague and malleable that anything relevant can be shoehorned to fit the theory”. https://en.wikipedia.org/wiki/Enneagram_of_Personality
https://www.equip.org/article/tell-me-who-i-am-o-enneagram/
(This is from the Christian Research Institute – don’t dismiss this organization – they do very respected, skeptical inquiries. Some of the founders of CRI are old friends of mine. Their review is worth taking the time to read.)
https://www.personality-and-aptitude-career-tests.com/enneagram-tests.html
http://skepdic.com/enneagr.html
Research on the Enneagram
Clipping the wings off the Enneagram: A study in people’s perceptions of a ninefold personality typology.
Edwards, Anthony C.
Social Behavior and Personality: An International Journal, Vol 19(1), 1991. pp. 11-20.
Abstract:
Tested the hypothesis that when people unfamiliar with Enneagram (EN), a 9-type personality system, are presented with thumbnail descriptions of the 9 types and asked to think about the ways in which such descriptions overlap with one another, they should notice the most overlap between types which really are adjacent on the EN. 48 college students were each handed a set of 9 cards, each bearing a description of one of the 9 types. Ss were asked to read through the cards, to think about similarities between different descriptions, and to arrange the cards into circles. Ss’ responses were recorded indicating where each S had placed each card. Certain cards were placed together more frequently than chance would predict, suggesting that certain EN personality descriptions did overlap. However, D. R. Riso’s (1987) argument about wings for each of the 9 types was not supported.
An investigation of the reliability and validity of the Riso-Hudson Enneagram Type Indicator.
Newgent, Rebecca Ann.
Dissertation Abstracts International Section A: Humanities and Social Sciences, Vol 62(2-A),
Abstract:
This investigation provided reliability and validity evidence for personality measures. Many in the helping profession desire a more client-friendly and effective tool to assess personality. Over the past several decades, the Enneagram system has come under increasing interest to researchers and practitioners. This investigation was conducted to assess if the Riso-Hudson Enneagram Type Indicator, Version 2.5 (RHETI; Riso & Hudson, 1999a) is a reliable and valid measure of personality. Participants were recruited through convenience sampling and the snowballing technique. Two hundred eighty-seven participants were secured for this investigation (male = 27.5%, female = 72.5%). Participants ranged in age from 18 to 74 with 88.2% Caucasian and 12.8% non-Caucasian. Participants were administered the Riso-Hudson Enneagram Type Indicator, the Revised NEO Personality Inventory (NEO PI-R), and a Demographic Descriptive Data sheet. The research design was ex-post facto with hypotheses and tests of alternative hypotheses. The findings showed support for internal-consistency reliability ranging from .70 to .82 of the items that purported to measure the Peacemaker, Reformer, Individualist, Helper, Challenger, and Enthusiast types. The findings of the factor analysis did not support the construct validity of the items that purported to measure the nine RHETI types as a 2-factor solution resulted for each type. The findings of the correlational analysis between the RHETI and the NEO PI-R showed support for concurrent validity with significant correlations ranging from .05 to .001. Further testing for concurrent validity between the RHETI and the NEO PI-R showed the RHETI was holistically invariant to demographic variables in predicting the factors of the NEO PI-R with the exception of education level (high school) and Holland Code Primary Type (Social). Findings showed the RHETI accounted for 62.5% of the variance in the NEO PI-R and the NEO PI-R accounted for 91.5% of the variance in the RHETI Results indicated that while the RHETI is a good predictor of the NEO PI-R it does not subsume the NEO PI-R as consistent with incremental validity. Finally, findings showed that the RHETI is a better predictor of Holland Code Primary Type of Social (F = 2.47, p = .01) and of sex (F = 11.72, p = .0001) over and above the NEO PI-R consistent with incremental validity. The overall results of this investigation suggest that the RHETI is a holistically reliable measure with concurrent validity. Results also suggest, with some modification, the RHETI has the capability of construct and incremental validity. The RHETI has the potential to be a useful tool to the helping profession in assessing personality dynamics.
Psychometric evaluation of the Riso-Hudson Enneagram Type Indicator.
Dameyer, Josie Jarrot.
Dissertation Abstracts International: Section B: The Sciences and Engineering, Vol 62(2-B),
Abstract:
The Enneagram is a widely used measure of personality type with limited formal psychometric evaluation. The present study of 135 subjects examined whether the Riso-Hudson Enneagram Type Indicator (RHETI) is a consistent and accurate predictor of Enneagram type using a concurrent validity design with the Wagner Enneagram Personality Styles Scale (WEPSS) and the Adjective Checklist (ACL). Concurrent validity among the RHETI, WEPSS, and ACL was not demonstrated, with RHETI and WEPSS typing classifications demonstrating weak concordance at 42%. Several encouraging psychometric results were obtained. RHETI test-retest reliability was excellent and averaged 82.1. Three Enneagram experts-Wagner, Riso, and Palmer (Price)-showed strong agreement (76%) when predicting subject’s ACL scores corresponding to the RHETI-identified Enneagramtypes. Results of the present study were compared to findings from previous research. A central problem is in the lack of agreement among Enneagram experts. In the absence of expert agreement, there can be no evaluation of the Enneagram system as such, only of each independent approach to its explication. It was concluded that Enneagramtheory, as a whole, is sufficiently consistent to warrant further research. The author recommends use of the Stanford Enneagram Discovery Inventory and Guide (SEDIG) as a measure of Enneagram type. Given current polarization of expert views, it seems very unlikely that a theoretical consensus will be attempted or reached. Another useful avenue of inquiry is to demonstrate the validity of any of the RHETI, SEDIG, WEPSS, or BASI measures.
Review of The Nine Managerial Styles of the Enneagram.
Khan, Tabassum.
Journal of the Indian Academy of Applied Psychology, Vol 28(1-2), Jan-Jul, 2002. pp. 143.
Abstract:
Reviews the book ‘The Nine Managerial Styles of the Enneagram’ by P.J. Joseph. The author has written this book in order to explain the nine managerial styles based on nine personality types of the Enneagram. This book is different from the other books on managerial styles as it focuses on the enneagram which deals with negative aspects of individual. The book has 13 chapters, which covers extensively the managerial styles of the enneagram. The last chapter deals with methods with which a person may identify his/her own enneagram type. In the last part of the book the author has attached an appendix containing a questionnaire to judge personality types. In a nutshell the book covers the area very extensively and it provides a thorough knowledge of enneagram which can be very helpful for the present and prospective managers and it also provides direction for further research in exploring and understanding more about personality types.
The Riso-Hudson Enneagram Type Indicator: Estimates of Reliability and Validity.
Newgent, Rebecca A., et al.
Measurement and Evaluation in Counseling and Development, Vol 36(4), Jan, 2004. pp. 226-237.
Abstract:
This investigation was conducted to estimate the reliability and validity of scores on the Riso-Hudson EnneagramType Indicator (D. R. Riso & R. Hudson, 1999a). Results of 287 participants were analyzed. Alpha suggests an adequate degree of internal consistency. Evidence provides mixed support for construct validity using correlational and canonical analyses but strong support for heuristic value.
The effects of emotional intelligence and team effectiveness of a newly formed corporate team learning the Enneagram.
Ormond, Charlotte Helen. Inst Transpersonal Psychology, US
Dissertation Abstracts International: Section B: The Sciences and Engineering, Vol 68(4-B), 2007. pp. 2699.
Abstract:
This multiple case study evaluated the hypotheses that working with the Enneagram would improve a team’s effectiveness, increase emotional intelligence, increase self-awareness, increase interpersonal skills, improve life satisfaction, reduce stress, and meet the goals for the training. From before the initial training to nine months later, the Researcher evaluated the effects of eight members of a newly formed virtual team learning the Enneagramfrom a consultant, using assessments including the Team Effectiveness Survey, the Parker Team Development Survey, the BarOn EQ-i, the Perceived Stress Scale, the Positive States of Mind Scale, and the Consultant’s Enneagram Class Evaluation. The Researcher also considered whether the team met its performance goals, observed team meetings, interviewed participants, and obtained from participants drawings of the relationships within the team. The Researcher used t tests to evaluate changes in assessment scores from the pretest to the six-month follow-up, conducted a thematic analysis of the interviews, and analyzed the team meetings in terms of Tuckman’s stages of team development. The results supported the hypotheses that working with the Enneagramwould improve the team’s effectiveness and that it would enable them to achieve the training goals. The results did not support the hypotheses that working with the Enneagram would improve emotional intelligence and life satisfaction or that it would decrease stress. Participants commented that the training improved cognitive and behavioral aspects of their self-awareness, personal growth, and interpersonal skills including communication. These cognitive and behavioral changes were not identified by the assessments used in the study, which mostly measured different aspects of self-awareness, interpersonal skills, and empathy. The results suggest that learning the Enneagram can be an effective team-building tool and can promote cognitive and behavioral change.
Using the enneagram to help organizations attract, motivate, & retain their employees
Hebenstreit, R. Karl.
Dissertation Abstracts International: Section B: The Sciences and Engineering, Vol 68(12-B), 2008. pp. 8437.
Abstract:
This study used an on-line survey to evaluate various hypotheses around differences in decisions to join, stay with, or leave organizations being explained by differences in Enneatype. 87 completed surveys were collected July-August 2007 and data was analyzed using Cronbach’s alpha (reliability), ANOVA and Tukey tests (chance), and Fisher exact tests (links to MBTI). The results supported several of the hypotheses, revealing that some statistically significant (p < 0.05) inter-Enneatype differences exist in decisions to join, stay with, and/or leave organizations: Enneatype 1s differed from 4s and 8s in valuing supervisory integrity more when having joined organizations. They also differed from 3s and 4s in that dimension having chosen to stay with their current companies. Enneatype 6s differed from 4s in their higher valuation of trust in leadership having decided to join organizations (as did 1s, 5s, 7s, and 9s). A collaborative work environment was more important for 9s than 4s remaining with past employers. Sufficient time off was valued more by Enneatype 5s (and 6s) than 3s having chosen to stay with past employers. Enneatype 6s (along with 1s and 2s) valued trust in leadership more than 4s having chosen to stay with past organizations. Additionally, Enneatype 1s differed from 3s in valuing the aggregate literature review-based factors more having chosen to stay with their current employers. Further analysis by subtype revealed statistically significant differences between social and sexual counterparts in the former’s higher valuation of innovative work when joining and remaining with past organizations. Social subtypes differed from self-preservation peers having chosen to stay with past employers based on collaborative work environments. Sexual subtypes differed from social subtypes in their valuation of supervisory support having decided to stay with past employers, and from both other subtypes when factoring in interesting work. Other statistically significant results (0.05 < p < 0.08) were also revealed that require further research with larger populations. The results of this study validated many of the findings and predictions of the literature and Enneagram theory. These findings should provoke corporate action to integrate the basic motivations of the Enneatypes into the workplace to attract, retain, and motivate their diverse workforce.
A psychometric evaluation of the Riso-Hudson Type Indicator (RHETI), version 2.5: Comparison of ipsative and non-ipsative versions and correlations with spiritual outcomes.
Giordano, Mary Ann Elizabeth.
Dissertation Abstracts International: Section B: The Sciences and Engineering, Vol 70(7-B), 2010. pp. 4524.
Abstract:
The Enneagram theory has become a popular method of personality-type classification in the United States and abroad. However, minimal scientific research has been conducted investigating the reliability and validity of any Enneagram test. The main goals of this dissertation were to: (a) capture the theological and psychological concepts of conversion as related to the Enneagram; (b) evaluate the reliability and validity estimates of the Riso-Hudson Type Indicator (RHETI; Riso & Hudson, 1999), Version 2.5, thereby continuing the empirical work of Newgent et al. (2004); (c) compare the psychometric qualities of the ipsative and non-ipsative versions of the RHETI; and (d) examine correlations of the Enneagram Triads with selected spirituality subscales and total scores of the Assessment of Spirituality and Religious Sentiments scale (ASPIRES; Piedmont, 2004) and the Faith Maturity Scale (FMS; Benson, Donahue, & Erickson, 1993). Using regression analyses, both RHETI versions were correlated with the NEO PI-R Personality Inventory-Revised (NEO PI-R) personality test developed by Costa and McCrae (1992). Participants were 530 adults, ages 21 through 94, 106 men, 424 women (Mean age = 55). Surveys were accessible to volunteers through a protected, secure link of the Loyola College Pastoral Counseling Department Psychdata base. Results indicated (a) adequate reliability alpha coefficients for the nine Enneagramtypes on both RHETI versions, with higher estimates on the non-ipsative RHETI scale; (b) evidence of discriminant construct validity of five RHETI scales and seven non-ipsative RHETI scales; and (c) generally higher psychometric attributes for the non-ipsative version of the RHETI than the standard version. The lack of correlations with spiritual outcomes supported the expectation that the RHETI is a personality tool and does not directly measure spiritual motivations. However, the RHETI does have the potential for use in pastoral applications and psychological conversion. The results of this scientific study continued to build the body of needed empirical research on the Enneagram theory. The practical and theoretical implications of these findings offer a point of departure for future research with this tool.
An analysis of the validity of the Enneagram.
Scott, Sara Ann.
Dissertation Abstracts International Section A: Humanities and Social Sciences, Vol 72(10-A), 2011. pp. 3725.
Abstract:
The Enneagram, a personality typology, was validated by this factor analytic study which produced the first and only empirical evidence of nine personality types as proposed by the Enneagram typology. The RHETI, Version 2.5 was re-written to conform to accepted standards of scale instrument design. The revised instrument, a six-point Likert scale, was piloted as an internet web-based survey. Results were used to refine the instrument which was used to collect data for the main study, again via an internet web-based survey. Data from 6401 subjects were collected with the final 124-item instrument. The data were split in half to allow validation of the results of factor analysis of the first half of the dataset by application of the refined factor solution to the second half of the dataset. The data factored into nine distinct factors each of which was a clear description of one of the nine Enneagram personality types. Values of Cronbach’s coefficient alpha for each of the factors established that each was an internally consistent measure. Internal consistency of the factors was not affected by whether or not subjects ad prior knowledge of their Enneagram types, nor by their gender. Although six of the Me factors were further reducible to two factors, in all six cases those factors were sufficiently correlated for the factors to be interpreted as single factors. These results from the first half of the dataset were upheld with the second half, providing strong support for the Enneagram typology.
An analysis of the effects of enneagram-based leader development on self-awareness: A case study at a midwest utility company.
Richmer, Hilke R.
Dissertation Abstracts International Section A: Humanities and Social Sciences, Vol 75(11-
Abstract:
Self-awareness, the practice of engaging in self-reflection and achieving clarity of insight, being conscious of one’s identity, and the extent to which perceptions about one’s self are accurate and compatible with others’ observations, plays a pivotal role in leadership. Self-aware leaders self-regulate cognitions, emotions, and behavior more effectively depending on the situation, evaluate their impact on others, and possess higher levels of emotional intelligence. Thus, they become more versatile in their leadership and may perform better. Consequently, successful leader development is foremost personal development. The Enneagram, one of the most comprehensive systems for understanding personality and human development, offers considerable merit to support leaders to become more aware of themselves and others. This case study explored the effects of a customized Enneagram-based leader development program for middle managers at a utility company in the Midwest United States. In a mixed method design, quantitative and qualitative data from a sample of 30 participants were analyzed. Descriptive statistical analysis indicated that the program increased leaders’ working knowledge of the Enneagram, Situational Leadership, and awareness of self and others. Independent and dependent samples t-tests indicated mixed results for increases in leader self-awareness as measured with the Self-Reflection and Insight Scale (SRIS). Qualitative analysis revealed common themes in leaders’ positive reactions to the Enneagram and expectations to adjust their leadership in relation to others’ Enneatypes. Implications for using the Enneagram in leader development are discussed.
A critical enquiry in to Enneagram as an ancient technique for judging personality types.
Chawla, Bharti.
Dissertation Abstracts International Section A: Humanities and Social Sciences, Vol 77(7-A)(E), 2017.
Abstract:
This section focuses on the study as a whole. It has been divided into sections. The first section covers the introduction and the rationale of the study, the second section covers the research design. The third section focuses on the tools, fourth and fifth sections focus on the major findings, importance, limitations and future relevance of this study. The concept of personality testing gained importance after 1930’s then triggering scientific and systematic psychological test construction in the west and subsequently in India. A new concept of personality testing is very rapidly entering the field of psychology and likely to gain a lot of importance with its dynamic approach. The concept namely Enneagram is pronounced as ‘Any-A-Gram’. This word is derived from Greek terminology ‘Ennea’ means Nine and ‘gram’ means Drawing so that means ‘A drawing with nine points. One of the major problem with the introduction of Enneagram arises is that its exact origins are lost to history. No one really knows precisely who discovered it or where it does me from. Some writers maintain that Enneagram just surfaced among certain orders of Sufi’s, a mystical sect of Islam which began in the tenth and eleventh centuries. No matter how or where originated, it was used for centuries by the secret brotherhoods of the Sufi to identify personality types. The Enneagram was totally unknown to the west until George Ivanovitch Gurdjieff (1877-1949) popularised it firstly in Europe in 192Q’s and then subsequently, it reached United States and to the rest of the world.