What is change management coaching?

Change management coaching is a collaborative partnership that helps you identify your current change leadership strengths and uncover new ways to enable workplace change.

Change management coaching supports leaders at all levels to build the awareness, insight, and skills needed to successfully guide organizational change.

Other terms used for this type of coaching are: change leadership coaching, change coaching, or change and transformation coaching.

Some organizations use the term “change coaching” to refer to technical assistance for specific types of change, implementation support during a system rollout, or manager check-ins with staff. That’s not what this is. My work is focused on personalized coaching for people in key change roles, aimed at building your capacity to lead change intentionally and effectively in real time.

How is change management coaching structured?

Every engagement is unique, but the coaching process typically includes four core elements:

1. Defining Success
   We begin by clarifying what success looks like for you — as a change leader and as a human navigating complexity.

2. Building Self-Awareness
   We explore your relevant strengths and potential growth areas, so you can lead change more intentionally and effectively.

3. Experimenting with New Strategies
   You’ll test different ways of thinking and acting — because we create sustainable change through action, not theory alone.

4. Following Through with Accountability
   Coaching supports consistency and reflection, helping you stay aligned with your goals and commitments over time.

What topics are covered in change coaching?

Topics vary based on your needs, but many clients explore themes across three key dimensions:

1. Knowledge: Insight & Understanding

We can build on your existing skills and introduce new frameworks to strengthen your change practice. Example topics:

• Communicating effectively during change

• Building trust through change design

• Anticipating and preventing resistance

• Motivating staff through uncertainty

• Measuring change progress

• Using context to troubleshoot problems

Note: If your primary interest is formal instruction in change practices, training may be a better fit than coaching.

2. Motivation: Drive and Intention

We often explore what fuels — or hinders — your willingness to lead change boldly and sustainably. Topics may include:

• Clarifying how you want to lead during change

• Naming fears and building courage

• Navigating ambiguity with adaptability

• Managing self-doubt or overconfidence

• Identify areas of influence

• Reconnecting to your sense of purpose

3. Opportunity: Action & Application

We also focus on real-world situations and creating space to lead more effectively. Example topics:

• Debriefing live experiences for learning

• Managing up and down the hierarchy

• Supporting accountability without authority

• Advocating for change in complex systems — power dynamics, conflict, politics

• Structuring governance for clarity

• Experimenting with new approaches

Note: If your primary interest is delegating or outsourcing change responsibilities, consulting may be a better fit than coaching. (It’s also important to be aware, there are aspects of change leadership that cannot be outsourced.)

How is change coaching different than consulting or training?

The International Coach Federation (ICF) creates standards for coaching, which differentiates it from therapy, mentoring, consulting, and training in important ways.

What coaching is…

• A personalized thought partnership

• Focused on your real-time work and growth

• Grounded in evidence and reflection

• Driven by your goals and context

Coaching helps you grow your capacity — not just execute a checklist.

Who is change management coaching for?

This work is for anyone involved in leading or enabling change — regardless of title. That includes:

• Executives and senior leaders in governance or sponsorship roles

• Directors and managers, often technical or functional leaders, tasked with driving change

• Change agents, project leaders, and internal facilitators

Change management coaching adapts to your unique role in the change ecosystem.

What’s the investment?

Coaching requires a commitment of time, energy, and attention — both during and between sessions. Here’s what to expect:

• Minimum engagement: 6 sessions

• Typical cadence: 1 session every two weeks

• Longer engagements: Often align with major change phases over 6+ months

• Rates: Competitive with industry standards. Discounts available for individuals and nonprofits

Think of it as a professional investment — often comparable to a high-value conference, but more focused and personal.

Can I try a session before committing?

Yes — I offer a free 30-minute coaching session to help you assess fit.

We'll talk through your current challenges, explore the kind of support you’re looking for, and do a bit of real coaching. There’s no obligation — just the opportunity to experience it.

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