When Organisations Bring in Crisis Coaching, and Why It Creates Real ROI

Written By Lucy Harvey

Organisations might imagine they’ll only need crisis coaching when something dramatic and unplanned happens; a complaint hits the press, a senior leader resigns without warning, or a major incident puts everyone on high alert. While it’s true that crisis coaching offers leaders the support they need in this time, often the times HR Directors, Heads of People, Senior Ops and CEOs (and sometimes, leaders themselves) call me are more planned. They are part of, or a symptom of, an evolving organisation.

They call when a leader is carrying something heavy, complex or emotionally charged. When the stakes are high and the decision making matters. When a leader is navigating something that could affect people, performance or reputation if not handled well. It has the potential to become a crisis without great leadership.

Below are the situations where crisis coaching helps the most, and the outcomes that create measurable value for the business.

1. When a Leader Is Struggling Under Pressure

Senior people are often the last to admit they’re overwhelmed.
But their teams always feel it: Shorter tempers, unclear direction, avoidance or sudden shifts in behaviour.

Crisis coaching gives leaders a private space to regulate, think clearly and correct course.

ROI:

  • Prevents performance dips at senior levels

  • Reduces escalation to HR or formal processes

  • Protects team morale and productivity

2. When There’s Tension or Breakdown at Senior Level

Unresolved conflict drains organisations. It erodes trust, fractures collaboration and leads to unnecessary exits.

Crisis coaching helps leaders understand what’s really happening beneath the surface, and take actions that repair, not rupture.

ROI:

  • Faster, healthier conflict resolution

  • Reduced turnover and talent loss

  • Restored collaboration and momentum

3. When a Restructure or Redundancy, M&A or Change Process Is Underway

Even well-designed change creates emotional shockwaves.
Leaders must be steady, compassionate and clear — while navigating their own uncertainty.

Crisis coaching helps them communicate with courage and empathy, and make decisions they can stand behind.

ROI:

  • Fewer complaints or grievances

  • Smoother transition periods

  • Stronger trust in leadership

4. When Serious or Sensitive Issues Arise

Safeguarding concerns. Conduct issues. High-impact people challenges. These moments carry emotional weight, ethical complexity and organisational risk.

Crisis coaching offers a confidential space to process the human side while staying anchored to policy, fairness and integrity.

ROI:

  • Clearer, more consistent decision-making

  • Reduced risk of errors

  • Stronger organisational integrity

5. When a Leader Is Burnt Out or at Risk of Burnout

Burnout is costly in organisations, especially in senior roles. It affects judgement, tone of communication, resilience, strategic thinking and relational intelligence.

Crisis coaching supports leaders to stabilise, reset and return to a sustainable, grounded way of working.

ROI:

  • Reduced absence

  • Better thinking and higher quality decisions

  • A more regulated and effective leader

6. When the Organisation Faces External Pressure or Scrutiny

Whether it’s unexpected media attention, regulatory challenges or stakeholder concerns, these moments can shake confidence inside the business.

Crisis coaching helps leaders stay calm, communicate thoughtfully and avoid reactive decisions that create bigger problems later.

ROI:

  • Stronger internal alignment

  • Less reputational risk

  • Clear, thoughtful responses rather than panic-driven action

Why Crisis Coaching Works

It works because it addresses what leaders rarely say out loud but feel intensely:

  • “I can’t afford to get this wrong.”

  • “Everyone is watching how I handle this.”

  • “I’m carrying a lot, and I’m not sure who I can say that to.”

  • “I want to lead well, but this is getting to me.”

When leaders have a safe space to think, feel and reflect clearly, the quality of their decisions improves. That clarity ripples outward, to teams, clients, stakeholders and ultimately to the organisation’s culture and success.

Crisis coaching isn’t about fixing people. It’s about steadying them so they can lead well when it matters most, so that high-stakes doesn’t turn into crisis.

If your organisation is navigating a situation that feels sensitive, complex or high-stakes, this is exactly where my coaching can help.


Lucy Harvey