Professionals working toward the ACMC level of competency understand that one of the most effective framing techniques during a coaching session is classification. The ability to classify or categorize information helps coaches clearly identify the true subject of a session, making it easier to understand the nature of a challenge and determine the most appropriate intervention.
Developing the art of classification is therefore a critical skill for every Meta-Coach. One practical way to strengthen this skill is by using the Matrix Model as a framework for organizing information.
Using the Matrix Model to Classify Problems
When listening to a client, a coach can categorize the issue according to the eight dimensions of the Matrix Model. These dimensions provide eight possible lenses through which a problem, challenge, or subject can be understood.
The following classifications are adapted from Creative Solutions (2017, Chapter 17).
1. State
A problem may originate from a person’s emotional or physical state.
Questions to consider include:
- Is the person in an ineffective emotional state?
- Is the state too reactive, rigid, or unstable?
- Is there a lack of emotional intelligence?
- Does the issue involve health, energy, or physical well-being?
Many challenges are not caused by external circumstances but by the state from which the person is operating.
2. Meaning
Some problems arise from the meanings people assign to events.
A coach may explore:
- Limiting or toxic beliefs
- Cognitive distortions or biases
- Unhelpful thinking patterns
- Ineffective perceptions or interpretations
- Lack of understanding or strategy
In these cases, the challenge often lies not in reality itself, but in the way reality is interpreted.
3. Intention
A problem may be linked to a person’s intentions and motivations.
Questions include:
- Is the intention clear and compelling?
- Is there sufficient focus and commitment?
- Is the person’s “why” strong enough?
- Are intentions aligned with actions?
Weak, conflicting, or unfocused intentions can significantly reduce effectiveness.
4. Self
Some challenges are rooted in identity and self-concept.
Areas for exploration include:
- Conditional self-esteem
- Limited self-beliefs
- Negative identity definitions
- Lack of personal confidence or self-worth
When individuals define themselves in limiting ways, those definitions often become barriers to growth.
5. Power
Power-related problems involve behaviour, capability, and personal effectiveness.
A coach may examine:
- Habits and behaviours
- Skill gaps
- Responsibility and accountability
- Initiative and proactivity
- Feelings of helplessness or victimhood
In many cases, the issue is not motivation but a lack of capability, practice, or empowerment.
6. Others
Some problems are fundamentally relational.
Examples include:
- Poor communication
- Lack of rapport or trust
- Conflict management challenges
- Difficulties with collaboration
- Negotiation and influence issues
- Group dynamics and politics
These challenges often require strengthening social intelligence and interpersonal skills.
7. Time
A person’s relationship with time can also become a source of problems.
Common examples include:
- Poor scheduling and planning
- Excessive focus on the past
- Anxiety about the future
- Unrealistic expectations
- Difficulty balancing present and future priorities
Time-related issues often affect productivity, decision-making, and personal effectiveness.
8. World
Some challenges stem from external environments or specific domains of knowledge.
Examples include:
- Lack of industry knowledge
- Inadequate role understanding
- Financial challenges
- Business-related problems
- Environmental constraints
- Insufficient training or expertise
In these situations, the solution may require greater knowledge, resources, or environmental adjustments.
Classifying Solutions
Once a problem has been categorized, potential solutions can also be classified within the Matrix Model. This enables coaches to identify interventions more quickly and select approaches that best address the root cause of the issue.
1. State Solutions
State-based interventions focus on creating more resourceful emotional and physical conditions.
Examples include:
- Accessing empowering states
- Interrupting ineffective states
- Enhancing emotional flexibility
- Building effective triggers for desired states
2. Meaning Solutions
Meaning-based interventions help individuals reshape interpretations and beliefs.
Examples include:
- Reframing perspectives
- Challenging limiting beliefs
- Creating empowering meanings
- Clarifying misunderstandings
- Strengthening decision-making processes
3. Intention Solutions
These interventions strengthen direction and purpose.
Examples include:
- Clarifying goals
- Connecting with meaningful reasons
- Aligning intentions with daily actions
- Eliminating conflicting priorities
4. Self Solutions
Identity-focused solutions aim to strengthen self-worth and self-concept.
Examples include:
- Separating self-worth from performance
- Building unconditional self-esteem
- Expanding personal identity
- Developing a stronger sense of responsibility and ownership
5. Power Solutions
Power-based interventions focus on capability development.
Examples include:
- Building skills and competencies
- Establishing deliberate practice habits
- Encouraging accountability
- Using feedback for continuous improvement
- Implementing quality control measures
6. Others Solutions
Relational solutions strengthen interpersonal effectiveness.
Examples include:
- Developing communication skills
- Enhancing emotional and social intelligence
- Building trust and rapport
- Creating collaborative and supportive cultures
7. Time Solutions
Time-focused interventions help individuals create healthier and more productive relationships with time.
Examples include:
- Improving planning and scheduling
- Developing empowering beliefs about time
- Creating realistic expectations
- Using time intentionally rather than reactively
8. World Solutions
World-focused solutions address knowledge, systems, and environmental factors.
Examples include:
- Acquiring critical domain knowledge
- Learning best practices
- Establishing mentoring relationships
- Understanding key principles within a field
- Building competence for specific roles and environments
Conclusion
Classification is more than a coaching technique; it is a powerful thinking skill. By learning to categorize problems and solutions through the eight dimensions of the Matrix Model, coaches can gain greater clarity, identify root causes more effectively, and select interventions that create meaningful and lasting change.
The more consistently a coach practices the art of classifying, the more accurately they can frame conversations, uncover underlying patterns, and support clients in achieving transformational results.
Curated by Danielle Tan.
Reference:
- [Meta-Coaches] 2026 Morpheus #22 THE ART OF CLASSIFYING by L. Michael Hall, Ph.D. Executive Director, ISNS.
