Every organisation is made up of individuals whose subjective experiences of the same change process can vary widely.

Organisational psychologists have shown that “subjective perception of the change is more important to long lasting consequences of the change than its objective characteristics. Important factors that can influence attitude to change are positive beliefs about change, sense of control and meaningful relationships with others.”

What’s more, a person’s response to change pivots around the emotions it triggers. These are based on their character and past experiences but also on the way in which they are informed of a change or, preferably, included in the process. It’s natural for change to work better when it’s something you do, rather than something done to you.

That’s why we work with executives to design an approach to organisational change which takes individuals into account and enables them to become active participants. We also support people in non-leadership roles, helping them to work through the reasons for change, what it means for them and imagine solutions.

Incorporating these often overlooked factors into your strategy makes it more effective. Here are just a few aspects we would analyse in a change management setting:

• Identity: For some of us, our sense of self is closely tied to a specific set of circumstances or habits. If we believe our identity to be stable, changes can leave us feeling “derailed”, preventing a constructive response.

• Self-regulation: We cope with change by taking action to restore a sense of balance and comfort - if we can’t achieve this, the discomfort can cause us to panic.

• Unspoken cultural rules: Each culture - from countries to business departments - has codes and rules that people adhere to without necessarily being aware of them. Collaboration across cultures can cause friction if we aren’t able to name, discuss and work through such matters.

Our approach begins with asking good questions and listening to you. While we draw on tested coaching methods, we don’t let any 5-step-cycle or 3-point-plan take precedence over the reality of your specific situation. We’re transparent with you about the options and our recommended course of action. Coaching is a practical intervention that should generate real-world impact, so we regularly check in to ensure that you are seeing the benefits of the investment and reset if necessary.

Coaching for individual executives, start-up founders or small business owners involves a series of personal meetings with a dedicated coach. The coach acts as a trusted thought partner to help you achieve your goals, both personally and professionally. Where these include managing change, we draw on psychological expertise to help you lead your organisation forward effectively. In many cases, identifying and refining your goals is part of the process.

When a coach comes on board within a team of change managers or consultants, the aim is explicitly to help achieve the organisation’s change goals. The coach typically meets with people across the company, providing both individual and group coaching sessions as well as insights and contributing to strategy.