Coaching During Rapid Organizational Change: Supporting Clients in Uncertain Times
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Across the United States rapid change has hit fast and hard since a new administration has taken power. I'm hearing leaders and employees across sectors expressing a mix of emotions. A few have expressed delight with the changes they are seeing to shrink government, and many others are experiencing shock and fear—"stunned" is a description I am often hearing. One of the elements that makes this complex for employees is that since the voting public is about equally divided in support or opposition to the new administration, in many public and private organizations it is considered inappropriate to talk about their feelings regarding these changes to not alienate their co-workers. Of course, in the federal government sector where thousands of employees have been laid off suddenly, fear they will be next or worry about how they will complete their work with less co-workers, it is predicted to create a range of stress-related issues as well as a productivity, engagement, morale and wellness crisis.
Many employees feel uncertain and anxious about what lies ahead. Whether the concern is about job security, adapting to new leadership, or dealing with evolving company strategies, these conditions can affect how clients view their careers and their sense of stability. Coaches will have a huge role in helping clients cope with—and possibly grow through—these turbulent times. This article examines how empathy, strategic questioning, and our professional coaching approach can provide effective support.
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Recognizing the Emotional Impact of Change
Change can trigger stress, fear, and resistance. According to Harvard Business Review (HBR), more than 70% of organizational change initiatives fail to achieve their intended results, in part because many leaders underestimate the emotional and psychological toll on employees (Beer & Nohria, Cracking the Code of Change, Harvard Business Review). Coaching clients may be overwhelmed by rapid down-sizing, new directives, shifting goals, or departmental reorganizations. These circumstances can create self-doubt, decreased morale, and the feeling that personal control has slipped away.
Several years ago, Edgar Schein, a renowned expert in organizational culture, was the featured speaker at a College of Executive Coaching Alumni Conference where he highlighted that genuine learning and transformation often require a willingness to question deeply held assumptions. When people feel threatened, however, openness can fade quickly. Coaches can help clients acknowledge fears and search for strategies for a grounded perspective. The coach skillfully showing empathy and normalizing the reactions clients are having goes a long way toward managing stress.
The Importance of Mindset and Attitude
Peter Drucker, one of the most famous and influential management consultants said, "A time of turbulence is a dangerous time, but its greatest danger is a temptation to deny reality." This observation underscores how crucial it is for both clients and coaches to remain flexible. A willingness to explore new strategies and mindsets will help clients navigate change constructively.
Warren Buffett has also offered his wisdom on the importance of adaptation. Although he is known for investment insights, his advice about dealing with challenges is, "Predicting rain doesn't count; building arks does." In coaching, this relates to helping clients prepare, take proactive steps, and develop a future-oriented mindset. Instead of becoming paralyzed or dwelling on negative situations, once the coach sufficiently empathizes with their client's concerns, clients can more easily channel their energies toward constructive action.
While external changes may be inevitable, an individual's mindset remains adaptable. Coaches are in a unique position to assist clients in refining that mindset—leading to better action planning, follow-through, resilience and wellness.
Empathy as a Foundation for Coaching
Empathy is an especially important foundation during volatility. When coaches demonstrate understanding and compassion, clients are more willing to share genuine concerns. Empathy also fosters a trusting relationship, which is one of the core competencies outlined by the International Coach Federation (ICF). This involves active listening, asking insightful questions, and genuinely caring about the client's well-being.
By validating emotions and experiences, coaches help clients feel validated. This recognition can help move the conversation forward, as clients no longer feel they must defend or hide their anxieties. Once a coach has established a supportive atmosphere, it's easier for the client to think creatively or focus on their path forward.
Coaching Techniques for Managing Change and Uncertainty
Below are five coaching questions that are especially relevant during periods of rapid change.
What are the biggest challenges you feel right now, and what are your concerns about them?
This question prompts a client to identify and articulate specific stressors, rather than remaining stuck in vague worry. By labeling the challenges, and the coach listening empathetically, clients can feel validated and supported.
How do you usually respond when confronted with uncertainty?
Encourages clients to examine their habitual responses or coping mechanisms. Recognizing patterns is the first step toward adapting behavior to better serve them in new circumstances.
Which of your personal values or character strengths do you think could be especially helpful to you now?
Helps clients connect with their core identity of what is most important to them. This taps into confidence and can reframe the situation as an opportunity to leverage their strengths and values.
What possible outcomes—both positive and negative—have you considered?" Later you can ask, "And which areas do you feel you can influence?
Aids in distinguishing between what clients can control and what lies outside their control. These questions can channel energy toward actions where meaningful impact is possible.
Who can support you during this period, and how might you reach out to them?
Encourages the client to think of mentors, peers, family, or professional networks. Reaching out to support systems reduces isolation, often fosters shared learning and increases resilience.
These questions address the stress your client feels about the changes occurring and opens a door to constructive reflection and potentially new behaviors and solutions.
Practical Steps and Insights for the Manager as Coach
While empathetic conversation is important, coaches, and managers attempting to care for their nervous workforce, can also recommend practical steps. For instance, helping clients or co-workers develop a short action plan—such as identifying a single, achievable goal for each week—can help with resilience. The coach or manager's role is to provide structure without becoming overly prescriptive, respecting the colleague's strengths and self-directed agency. Encouraging frequent check-ins with colleagues or mentors, for example, can help maintain a sense of normalcy and connection. When individuals feel supported, they are often more open to new ideas and creative solutions.
Conclusion
Organizational changes and new administrative directives are likely to cause stress and uncertainty in any work setting. Coaches who recognize the emotional dimension of change and address it directly can make a meaningful difference in how their clients adapt. By integrating empathy, evidence-based techniques, and purposeful questions grounded in ICF core competencies, coaches can encourage a shift from fear to forward momentum.
Experienced and wise leaders such as Peter Drucker and Warren Buffett remind us that while change may be unavoidable, a proactive and flexible mindset can significantly help how clients handle new challenges. Combining empathy, client-centered coaching questions, and well-researched insights can help people realize that they have the capacity to face uncertainty and find paths to growth and success.
Supporting clients through change is about more than managing anxiety. It is a chance to foster resilience, deepen self-awareness, and explore opportunities where others might see only problems. When coaches approach change with empathy and purposeful inquiry, they help clients transform difficult times into valuable new opportunities.
