Change can be exhilarating when we choose it, and deeply unsettling when we do not. Whether it is a restructure, a new strategy, or an unexpected shift in priorities, change shakes people’s sense of stability and identity. Most leaders know that leading change is part of their job, yet fewer realise the role that coaching plays to truly enable people to adapt, grow and move forward.
In a recent article, I Don’t Like Change, but that’s Actually an Advantage I talked about the three core elements to successful change, Value (logically understanding the value the change brings), Emotions (connecting to how people feel) and Creativity (experimenting with a new future.) In a short space of time, coaching discussions (whether 1:1 or in a small group) can help illicit understanding, reflection and discovery of all three of these crucial elements.
So, what does effective coaching look like when the ground feels unsteady?
1. Start with Safety, Not Speed
When change hits, many leaders rush to fix, explain or reassure. The first thing people need, however, is not a plan. It is psychological safety. They need to feel seen and heard in their uncertainty.
A good coach begins by slowing down the conversation. They create space for emotion before action, inviting people to share what is real for them: their fears, frustrations, and doubts. This is how trust builds. Without it, no amount of process or persuasion will land.
Try asking:
“What has been hardest about this change for you?”
“What information do you need?”
“What do you need to feel supported right now?”
2. Help Them Move from Threat to Thought
Human brains are wired for protection, not progress. When people face change, they naturally slip into survival mode. They focus on what is at risk, what might be lost, and what they can control.
A coach helps them move from that reactive state into a more reflective one. Sometimes this is as simple as breathing together, naming the emotion, or reframing the situation as an opportunity to learn.
You might say:
“Let’s pause for a moment. What is one fact you know for certain?”
“If we saw this not as a setback but as a shift, what might become possible?”
“Can you name the emotions you’re feeling?” then “Can you name what you’d prefer to feel?”
3. Reconnect Them to Purpose
When change feels chaotic, purpose acts as the anchor. Coaching conversations that link individual contribution to a bigger ‘why’ can reignite motivation and agency.
Rather than focusing on what is ending, explore what still matters. What values, strengths and relationships remain steady? How can they bring their best to what comes next? Sometimes, shifting the person’s focus from themselves to other people can create a more constructive energy.
Questions to explore:
“What do you most want to stand for during this change?”
“Where do you still have influence?”
“How can you use your strengths to support yourself and others thought this?”
4. Encourage Curiosity and Experimentation
Once people feel safe and purposeful, curiosity begins to return. This is where the coaching shifts from reflection to creation. This is when you can shift them to use their innate creativity, but asking “What if…” questions that open possibilities rather than problems.
It is not about having all the answers, it is about creating a sense of momentum through small steps that build confidence and resilience.
Encourage:
“What if you tried one small change this week?”
“What is the smallest experiment you could run to test that idea?”
“What if this was the best thing to happen to you? What might you change for the better?”
5. Model the Mindset You Want to See
Coaching through change is not only about the questions you ask, it is also about the presence you bring. People take cues from your composure, honesty and curiosity. When you show that it is possible to stay calm and open even when things are unclear, you give others permission to do the same.
A Final thought to remember…
Change begins in the mind long before it shows up in behaviour. As coaches, leaders and humans, our role is to create the conditions for others to think clearly, feel safe and rediscover possibility amidst uncertainty.
When we do this well, change stops being something to endure and becomes something to evolve through.
Learn the tools for human-centred change at our upcoming workshop. Details below 👇
