Every result your business produces runs through people. The Enneagram is the only system that types on motivation, not behaviour, so it changes how your people work, not just how they are described.
Miscommunication repeats work, stalls decisions and burns hours nobody counts.
Tension that never gets named festers into silos, resistance and politics.
Disengaged people quietly quit long before they resign, and your best ones leave first.
Self-awareness explains a pattern. Self-management turns that understanding into choice, so people catch themselves before old habits take over.
Directness becomes a recognisable pattern instead of “she’s difficult”. Quiet becomes a style instead of “he’s checked out”. Teams gain a shared language for differences that used to read as flaws.
When leaders understand what actually motivates each person, they stop pulling the wrong levers. Feedback lands. Meetings decide.
When a leader can see what is really driving someone, coaching becomes specific and real, not generic advice that does not land.
People who feel understood bring more of themselves to work, and stay longer.
Two people can behave identically for opposite reasons, and a leader who sees behaviour only keeps managing the symptom.
Tick the ones you most want for your people, then send me your list. It becomes the starting map for our first conversation.
Colleen will arrange an online meeting to map your way forward.
Would rather just talk?
One conversation will tell you whether this is right for your team.
The Enneagram has been developed by psychologists since the 1970s and is used by corporations, consultancies and business schools worldwide for leadership development and emotional intelligence. The &nine assessment is motivation-based and validated against expert typing, and because I am a narrative assessor, every result is confirmed in conversation rather than declared by an algorithm. Nobody is handed a label and left with it.
Those tools describe behaviour and preference. The Enneagram types on motivation, the why underneath the behaviour, and it is the only system that maps a specific growth path for each type. Behaviour tools tell you what your people do. The Enneagram tells you why they do it, and how they change.
The interventions are customised according to your time and cost parameters. Team sessions are scoped to your context. Typically, half a day to start.
No. Type describes a pattern, not a person, and every report is written with the reader as the final authority on who they are. In practice the Enneagram does the opposite of boxing: it explains the range within each person, including how they change under stress and in growth.
No, and you should be wary of anyone who says yes. The Enneagram measures motivation, not competence, and every type succeeds in every role. Its power is development: helping the people you already have communicate, lead and collaborate better. Used for selection, it loses trust and validity at once.
Each person owns their own report. Individual results are shared in team sessions only with each person’s consent, and team composites are presented at pattern level. Confidentiality is agreed upfront, which is exactly why people answer honestly and the process works.
Good. That is a useful conversation, not a failure. Type is confirmed through debrief, and the discovery process itself builds the self-awareness we are after. The instrument opens the conversation; it does not end it.
Because a report on its own changes nothing. The process pairs assessment with debrief and team application, so insight is translated into how your people actually communicate, decide and handle conflict, then reinforced through follow-on sessions if you choose. Awareness fades. Practised awareness becomes culture.
Yes. Assessment is online, and debriefs and team sessions run equally well on Zoom. Distributed teams often benefit most, because misreading each other is easiest in writing and on calls.
The Enneagram works at every level, but the highest leverage is your leadership team, because their patterns cascade through the whole organisation. Many clients start with EXCO and roll out from there.
Engagements are scoped per organisation, from individual assessments and debriefs through to leadership team journeys and ongoing executive sessions. Book a discovery call and I will recommend the right shape and quote for your team.
