ICF Member | ICF ACC Accredited | ILM Qualified
Supporting Your Leaders Through Change
When leaders work better individually, they lead better collectively.
I work with organisations to support individual leaders navigating change. Many organisations bring me in when key leaders are navigating significant change; stepping into a new role, managing a restructure or leading through a merger.
What coaching does is create the thinking space, grounding and support that enables leaders to lead more effectively, make clearer decisions and navigate change without burning out.
The situation
You've identified a leader (or several leaders) who:
Are navigating significant change (restructure, merger, new role, redundancy programme)
- Carry the weight of leading through it while managing their own uncertainty
- Are stretched thin and not always showing up as their best selves
- Need a confidential space to think, regulate and get grounded without it affecting their credibility
- Would benefit from a thinking partner while managing competing priorities
You know coaching could help. But you need to understand how it works, the investment, and what the return looks like.
The difference it makes
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For leaders
Leaders who get coaching support during change:
- Are steadier, more grounded, more able to think clearly under pressure
- Make better decisions faster because they're thinking, not reacting
- Communicate change with more clarity and confidence
- Build trust with their teams even in uncertain times
- Don't get stuck in the same pattern; they move through challenge and come out a better leader
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For organisations
Organisations who support leaders during change gain:
- Faster change adoption and less avoidable resistance
- Better retention of key talent (leaders don't burn out or leave)
- Fewer escalations and people issues
- Key leaders not only stay, but thrive through change
- Better decision-making at senior level
How it works
I typically work with organisations in one of three ways:
Option 1: Single leader coaching
An identified leader gets support through a transition or high-pressure period. Usually 6-12 sessions over 3-6 months, depending on scope and intensity.
Option 2: Multiple leader coaching
You want to support several leaders through the same change (eg. restructure, merger). I work with each 1:1 on their individual challenges and priorities. Often some themes emerge that we can address at team level too.
Option 3: Integrated coaching + facilitation
Individual leaders get 1:1 coaching support while I also facilitate team sessions or away days to address the collective people-side of change. This usually delivers faster adoption and stronger alignment.
How to start
Usually it starts with a conversation with your HR or OD lead.
We talk about:
- Which leader(s) need support and what they're navigating
- How long the support needs to run
- Whether there's a team-level component
- Budget and timing
Then I typically meet with the leader(s), and often their manager or sponsor, to understand their perspective, align on what coaching will focus on and check fit before we formally commission.
A free conversation, at a time that suits you, to explore what your leaders need
Investment & scope
This varies depending on how many leaders, how long and whether it includes team-level work.
I typically work with organisations on two bases:
New engagement coaching:
£350 per session, usually 6-12 sessions over 3-6 months depending on scope and frequency.
Ongoing coaching partnership:
£400 per month for monthly 90-minute sessions - a thinking partner relationship for leaders who need continuity through sustained change.
Bundled coaching + facilitation pricing is also available on inquiry.
To discuss what would suit your situation and budget, let's have a conversation.