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This article is an common introduction of the first Georgian coaching model GT-COACH and its usage in coaching with Enneagram types.

In our brittle, anxious, nonlinear and incomprehensible BANI world [1], the ability to manage complex changes is very important for both personal and professional success. Traditional coaching models, such as GROW, CLEAR, OSKAR, STEPPA and others, provide a valuable basis for achieving goals and solving problems. However, many coaches encounter difficulties, such as their clients experiencing confusion, anxiety, frustration and resistance during sessions. Therefore, based on the principles of the Lippit-Knoster Model for Managing Complex Change [2, 3, 4], we developed a new seven-stage coaching model, called GT-COACH, offering a rather powerful and sufficiently universal, in my view, approach to goal achievement and change management [5], which is the first Georgian coaching model.

This model stands for Goal, Talent, Clarity, Opportunity, Action Plan, Control, and Harmony:

GT-COACH Model	Stage Description
Goal	At this stage, the client defines a clear, specific and achievable goal and clear vision.
Talent	At this stage, the client identifies and utilizes their talents and skills.
Clarity	This stage is used for a deeper understanding of the current situation and desired outcomes by clients for formation their incentives.
Opportunity	At this stage, the client explores opportunities and resources available to the client.
Action Plan	At this stage, the client creates a step-by-step action plan for the achievement of their goal.
Control	This stage is used for monitoring progress, and at the same time,  to control situations, as well as own inner state.
Harmony	This stage is used for checking alignment with the client's values and balance in life.

The coaching model GT-COACH is closely related to the Lippitt-Knoster model as both emphasize the importance of clear vision, necessary skills, motivation, resources, and detailed action plans. However, GT-COACH expands on these principles by incorporating aspects of talent, opportunities, control, and harmony, providing a deeper and more comprehensive approach to change management.

Goal / Vision	Talent / Skills	Clarity / Resources	Opportunity / Incentives	Action Plan	Success / Change
X	Talent / Skills	Clarity / Resources	Opportunity / Incentives	Action Plan	Confusion
Goal / Vision	X	Clarity / Resources	Opportunity / Incentives	Action Plan	Anxiety / Fear
Goal / Vision	Talent / Skills	X	Opportunity / Incentives	Action Plan	Frustration
Goal / Vision	Talent / Skills	Clarity / Resources	X	Action Plan	Resistance
Goal / Vision	Talent / Skills	Clarity / Resources	Opportunity / Incentives	X	False start

The significant advantage the GT-COACH coaching model, in our view, is that its components can be utilized in any coaching session, regardless of whether the coach follows a specific model or conducts sessions without a particular model at all. For example, if a coach observes that during their work with a client, the following is occurring:

• If there is a confusion or some chaos, this is a signal that there is a problem with vision; it may still not be clear enough. Therefore the Goal stage of the GT-COACH coaching model can be used here and worked through with the client.
• Anxiety or fear is a signal that there is a problem with skills; they are not yet sufficiently developed in the client's current worldview. Therefore the Talent stage of the GT-COACH coaching model can be used here and worked through with the client.
• Frustration is a signal that there is a problem with the resources the client currently recognizes. Therefore the Clarity stage of the GT-COACH coaching model can be used here and worked through with the client.
• Resistance is a signal that there is a problem with incentives; the client lacks motivation to actively move towards the goal. Therefore the Opportunity stage of the GT-COACH coaching model can be used here and worked through with the client.
• A false start shows that there is a problem with the action plan; it may be too general, lacking specificity and clearly defined steps to achieve the goal. Therefore the Action Plan stage of the GT-COACH coaching model can be used here and worked through with the client.

And at the same time it is useful to simultaneously use such stages of the GT-COACH coaching model as Control and Harmony to monitor progress and adjust actions as necessary to ensure successful implementation of the change plan and alignment of actions with the client's overall goals and values.

Below we tried to create a common view of application of this model stages in coaching with Enneagram types 1-5.

1) Enneagram Type 1. 

Applying the GT-COACH model with clients having Type 1, a coach have to modify coaching questions for each stage [5], taking into account characteristic features of Type 1, including “striving to feel Perfect” [6] and “desire to be good persons, seeking to make the world a better place to live in” [7]. So, using the GT-COACH model with relevant modified coaching questions for Enneagram Type 1 clients, may involve progressing through each stage of the model in this manner:

Stage 1 - Goal. As clients with Type 1 appreciate goals that resonant with their values of integrity and self-improvement, a coach can assist them to objective setting that meets their needs and values, without perfectionism, overly criticism and self-judgment.

Stage 2 - Talent. Type 1s uphold ethics, values, discipline and precision. So, at this stage task of a coach is to acknowledge Type 1s for their organizational skills as well and order be expressed in form, structure or detail. Acknowledging these gifts allows them to increase their confidence while buying into what they bring without punishing themselves.

Stage 3 - Clarity. For Type 1 Clarity - necessary for those who spend a lot of time holding themselves to high expectations and dealing with an inner critic. By helping them understand their motivations, notice unrealistic expectations and map the way forward to get there - a coach can help with that. Encouraging self-compassion and imperfection can alleviate stress and rigidity.

Stage 4 - Opportunity. For Type 1s, opportunities generally lie where they are able to make a difference and maintain structures exist. A coach may help to identify environments where their skills are at a premium - e. g., in quality assurance, compliance or decision-making leadership roles. By finding channels to grow through values near and dear to one's heart can be as crucially motivational.

Stage 5 - Action Plan. Action Plan for Type 1 provides a time frame and proper methodology to how these timing events may be handled on the same day or even days apart. For example, a coach can work with Type 1s to turn their goal into smaller observable tasks so that each step is a building block on the path. Conduction of routine progress checks can enable them to keep pace and make changes if needed so as not to let the plan become too strict.

Stage 6 - Control. Keeping a tight control is essential for Type 1 because they are afraid of going wrong. For a Type 1, a coach can help them find some balance in control and flexibility. This means setting up monitoring systems to see if things are moving ahead without stepping over the line and micromanaging. Support their awareness that everything will be ok, if they can give permission themselves to do less, delegate and also partially hand the reigns over.

Stage 7 - Harmony. With their appreciation of harmony, Type 1 individuals can struggle to acheive balance between the black and white because they do mistake being too judgemental. Coaching sessions can focus on creating harmony between work and personal life, just as enhancing self compassion. It involved practicing mindfulness, self-reflection and gratitude. Coaches can also help Type 1's by encouraging dialog and the practice of empathy, in relation to multiple perspectives as well which makes them less likely than criticized.

2) Enneagram Type 2. 

Applying the GT-COACH model with clients having Type 2, a coach have to modify coaching questions for each stage [5], taking into account characteristic features of Type 2, including “striving to feel Connected” [6] and “desire to be generous persons, seeking to make the world a more loving place to live in” [7]. So, using the GT-COACH model with relevant modified coaching questions for Enneagram Type 2 clients, may involve progressing through each stage of the model in this manner:

Stage 1 - Goal. It is crucial for Enneagram Type 2 individuals that a coach assists to establish goals that strike a balance, between their desire to help others and their own well being. At this stage a coach might to help Type 2s to set goals that foster growth and self care while still honoring their nurturing nature.

Stage 2 - Talent. Type 2s are recognized for their compassion, kindness and ability to form connections. Coaching should highlight these qualities assisting Type 2s in realizing the influence they have on relationships. Coaches can empower Type 2s to utilize their skill in connecting with others to enhance their leadership skills and emotional intelligence.

Stage 3 - Clarity. As Type 2s often prioritize others needs over their own, at this stage a coach can help a Type 2 individual to dee and identify their needs and desires distinguishing between offering support and neglecting self care. This process involves setting boundaries and understanding the importance of maintaining a balance between giving and receiving. Encouraging practices can aid Type 2s in achieving this clarity.

Stage 4 - Opportunity. Individuals of Enneagram Type 2 thrive in roles that allow them to assist others and build connections with them. A coach can help a Type 2 individuals to aware their opportunities and role identifying  situations where their nurturing qualities are highly valued, such as, in counseling, social work, customer relations, etc. Engaging in opportunities, for development that enhance their caregiving abilities, such as participating in various projects, programs and trainings (i.e. intelligence training or leadership programs) can be highly motivating for individuals with Type 2 personalities.

Stage 5 - Action Plan. As individuals with Type 2 personalities benefit from a plan that aligns their goals with their desire to help others, an effective plan should include strategies that promote self care and personal development. Taking this into account, a coach can assist to clients, having Type 2, to create an action plan which includes care on themselves and their own needs, and allows them to prioritize self time while also setting milestones for their objectives. Regular check ins at the next stage can support them in maintaining a balance and avoiding burnout.

Stage 6 - Control. Maintaining a sense of control can be challenging for individuals with Type 2 personalities, who may struggle with setting limits. A coach can assist those with Type 2 traits by helping them define boundaries and prioritize their needs. If client agree a coach can share sources about techniques and developing tactics to manage time and control energy effectively, which could help clients to learn of care of their needs and prevent overcommitting themselves. Encouraging assertiveness training can empower individuals with Type 2 characteristics to feel more self assured in managing their lives and relationships.

Stage 7 - Harmony. At this stage a coach can assist Type 2 clients to focus on fostering an equilibrium, giving and receiving, balance between care of others and care of themselves. Engaging in mindfulness expressing gratitude and practicing self compassion methods can help individuals of Ennea-Type 2 in fostering a sense of peace. Moreover coaches can play a role, in aiding Type 2s to strengthen their relationships by promoting communication with setting healthy boundaries.

3) Enneagram Type 3. 

Applying the GT-COACH model with clients having Type 3, a coach have to modify coaching questions for each stage [5], taking into account characteristic features of Type 3, including “striving to feel Outstanding” [6] and desire "to be productive persons, seeking to make the world a more efficient place to live in” [7]. So, using the GT-COACH model with relevant modified coaching questions for Enneagram Type 3 clients, may involve progressing through each stage of the model in this manner:

Stage 1 - Goal. Enneagram Type 3 individuals will set goals differently in that their natural inclination is going to lead them towards working on "what you value and what gives you worth" much rather than just straight out  success. At this stage a coach can help Type 3s to aware and set developmental goals and ensure the goals are based on professional and personal development outside of only performance metrics.

Stage 2 - Talent. Known for their ambitious, goal-oriented nature Type 3s are some of the best at reaching their goals. In coaching practices it is essential to observe and take advantage of those very strengths which also facilitate developing leadership skills, strategic planning abilities as well as goal completion. Coaches can help Type 3s learn how to own their successes and offer them as encouragement for others, without compromising pride nor humility.

Stage 3 - Clarity. This is essential for Type 3s who often wrap up their self esteem in what they have done and how it was successful. A coach can help them to discover and aware their truth, on what moves them from validation. This inner work is all about helping Type 3s to discover themselves and what really counts for them through self-reflection and insights during and after coaching sessions and by doing exercises in self-awareness.

Stage 4 - Opportunity. Type 3s flourish in settings that encourage them to test their performance and recognize it, for the sake of training. Coaches can assist with recognising opportunities to lead, speak or venture which are aligned preferences that will leverage goals and strengths. Good for Type 3s will be training their intelligence and expression their authentic emotions and feelings and or attending workshops based on authenticity.

Stage 5 - Action Plan. Because they are doers, Type 3 individuals need to have an action plan. Their strategy from a type 3 should be planned deal by with deadlines which you need to hit. Coaches can help them to break down their goals into things that they could do, which in turn would result of the aggregate progress towards their wider aims. Ongoing assessment and control at the next stage can keep them on chosen track, offer assistance and allow for modification.

Stage 6 - Control. Type 3 personalities often fear the failure to exert control and to became insignificant or a failure, don't meet expectations, whether real ours imagined. Coaches can support by coaching them through time management techniques and prioritization strategies. This might mean putting some systems in place to monitor things and recognizing successes along the way. Type 3s will also feel more in control if they are encouraged to delegate and trust those within their team.

Stage 7 - Harmony. They often have a lot of trouble focusing on achievements while still trying to find balance with type 3 individuals. Coaching that included techniques to help work life balance and relaxation methods as well, could be one of the ways. Keeping a journal. Coaches can help Type 3 people grow meaningful relationships, by helping them nourish connections and seeing from the perspectives of other individuals.

4) Enneagram Type 4. 

Applying the GT-COACH model with clients having Type 4, a coach have to modify coaching questions for each stage [5], taking into account characteristic features of Type 4, including “striving to feel Unique” [6] and desire "to be sensitive, refined persons, seeking to make the world more beautiful” [7]. So, using the GT-COACH model with relevant modified coaching questions for Enneagram Type 4 clients, may involve progressing through each stage of the model in this manner:

Stage 1 – Goal. Setting Goals For Enneagram Type 4 - Authenticity & Expression. One of the things that coaches can do is help 4s to articulate goals and aspirations, which will be realistic and at the same time allow them to express themselves, their uniqueness and originality, and will be uniquely important for them.

Stage 2 – Talent. As Type 4  is creative and emotionally intuitive type, coaching should work to pinpoint and utilize these strengths - helping awareness and showing Type 4 that their intuitive insight and creative flair is unique. The invitation for a coach would be to call Type 4s into utilizing their creativity and sensitivity in ways that accentuates both the personal work they have done, as well as how it can bleed over into professional leadership encouraging them to sit with confidence fully in their unique gifts.

Stage 3 – Clarity. For Type 4s, gaining clarity is especially key as many often struggle with deep emotions and wanting to feel more connected their authentic selves. A ცoach can assist a Type 4 in defining what their values are, desire and aspirations - to help separate the authentic self from external influences. This includes supporting them to understand their intrinsic motivations and steps that need to be taken for the success while balancing between inner world of emotions and imaginations, and real external world of actions and business.

Stage 4 – Opportunity. 4s do best when they have space for expression and creativity. A coach can assist a client in identifying opportunities for which they have the natural motivation around their passion to be unique and artistic. This may mean careers in the arts, design and counseling or any field where individual engagement is encouraged. Type 4s may be particularly motivated to explore professional development opportunities that increase their creative skills and emotional intelligence.

Stage 5 - Action Plan. An action plan helps Type 4s join their creative vision to what they can effectively accomplish. A good action plan for me has specific tasks with deadlines that can be moved depending on how you are feeling. Coaches help Type 4's develop plan that support their process, but also move them towards their outcomes. Regular check-ins at the next stage can help with focusing and ensuring that emotional support is available when necessary.

Stage 6 – Control. Type 4s may feel inadequate and emotional. Coaches can help support Type 4s to figure out skills and habits they can use in the moment (like journaling or a mindfulness exercise) - things that will put them back on an even keel when their emotions threaten to run away with them. It means incremental achievements are celebrated through the design of progress tracking systems. Helping Type 4s to engage in feedback with others and collaborate will also help them keep a balance over the level of control they need.

Stage 7 – Harmony. Type Fours who strive to bring harmony between their inner world and the outer reality. This is where coaching can help, in guiding them to develop a harmonious balance between their emotional depth and real-world action. Mindfulness, journaling and art can all be powerful ways for the Type 4 individual to enjoy a little piece of mind. Coaches also serve as guides for Type 4s in enhancing their relationships which includes; empathy, communication and perspective understanding.

5) Enneagram Type 5. 

Applying the GT-COACH model with clients having Type 5, a coach have to modify coaching questions for each stage [5], taking into account characteristic features of Type 5, including “striving to feel Detached” [6] and desire "to understand the world and make it a more reasonable place to live in” [7]. So, using the GT-COACH model with relevant modified coaching questions for Enneagram Type 5 clients, may involve progressing through each stage of the model in this manner:

Stage 1 – Goal. One thing that is critical for Enneagram Type 5 to do, when setting long-term goals, is ensuring that these aims are wholly in sync with their intellectual pursuits and thirst for knowledge. It simply means that for Type 5s with this energy to get in touch with growth and forward progress - coaches can help them think through their goals (in a way that actually allows real curiosity) focus on turning thought findings into actionable insights.

Stage 2 - Talent. Fives are ruminative, knowledgeable, and also understand the depths of complicated topics. Coaching, in Type 5s should be used to extenuate upon these strengths and make them realize the brilliance of intellect that they bring on table. A coach can help 5s explore how to capitalize on their knowledge and problem-solving skills so they will have the confidence about both themselves as experts and as individuals.

Stage 3 – Clarity. Type 5s can get lost in their heads with identifying the goal being clear is important. Type 5s benefit from a coach who can help them set clear goals and focus their intellectual interests in harmony with life rewards. At this stage a coach also assists to bring clarity in redesign their point of view, value and plan (this can be as intellectually engaging a design project) to structure the goal steps while holding some headroom for intellectual interests balanced against other aspects of their life.

Stage 4 – Opportunity. Type 5s do really well in an environment where learning is the way of life. At this stage a coach helps to uncover potential for clients to employ, because research, analysis and/or innovation is among their strengths. Roles could be in academia, technology or any profession that values deep expertise and analytical skills. For example, Type 5s may be especially driven by professional development opportunities that help to increase their knowledge and the effectiveness of skills.

Stage 5 - Action Plan. While type 5s will see the value of an action plan that places their intellectual goals in sight, they are lovers of theory and usually not at all motivated by practical application. So, an action plan should consist of steps and tasks which are very specific measurable and not some lofty ambiguous aim, at the same time allow for deep study and reflection, accommodate to time frame with flexibility. A coach can help Type 5s develop researched routines that also facilitate research - encouraging movement toward goals. Check-ins at the next stage are one way to stay on track and keep each other accountable.

Stage 6 – Control. Type 5s value their independence and autonomy, so safeguarding themselves against losing control is crucial to them. The role of the coach here is in facilitating Type 5s to devise strategies for being practical in actions. This means making systems for measuring progress and celebrating successes big or small.

Stage 7 – Harmony. For Type 5s, who are all about finding a way to juggle their intellectual pursuits with life as it Harmony is key. Coaching could work on creating a balance in their cerebrum with other life activities. Meditation, mindfulness techniques, relaxation exercises and reflective journaling are the some of the ways in which spiritual growth can bring inner peace for Type 5s. Coaches can also offer help to Type 5s in relation, on one hand with the facilitation of open communication.

Conclusion.

We hope that integrating the GT-COACH model with the Enneagram typology, by aligning goals, harnessing talents, achieving clarity, identifying opportunities, developing action plans, maintaining control and promoting harmony, coaches can support their clients in achieving sustainable growth and self-actualization by creating an environment of trust, presence and active listening, ultimately promoting deep understanding and customer development.

Finally, taking the opportunity, I would like to express huge thanks to my main IEA Enneagram teachers and trainers Mr. Mario Sikora and Mr. Jerome Wagner, PhD, who were my guides in IEA Enneagram world. Their wealth of knowledge, experience, guidance along with their support, on my IEA Enneagram journey is invaluable and truly appreciated!

Sources:

[1] Cascio J. (2020). Facing the Age of Chaos. Medium, Apr. 29, 2020,  https://medium.com/@cascio/facing-the-age-of-chaos-b00687b1f51d

[2] Knoster, T., Villa, R., and Thousand, J. (2000). A framework for thinking about systems change. In R. Villa and J. Thousands (Eds.) Restructuring for caring and effective education: Piecing the puzzle together (2nd edition). Baltimore: Paul H. Brookes.

[3] Lippitt, M. (1987). The managing complex change model. Enterprise Management, Ltd.

[4] Caredda S. (2020). Models: The Lippitt-Knoster Model for Managing Complex Change,  https://sergiocaredda.eu/organisation/tools/models-the-lippitt-knoster-model-for-managing-complex-change

[5] Tskhovrebadze G. (2024). A Seven-Stage Coaching Model To Help Clients Cope With Anxiety, Frustration, Confusion, Resistance And False Starts. Forbes, Jul. 8, 2024, https://www.forbes.com/sites/forbescoachescouncil/2024/07/08/a-seven-stage-coaching-model-to-help-clients-cope-with-anxiety-frustration-confusion-resistance-and-false-starts/

[6] Awareness to Action Enneagram International, https://awarenesstoaction.com/enneagram-resources/the-awareness-to-action-enneagram/

[7] Enneagram Spectrum, https://enneagramspectrum.com/enneagram-styles/