Case Study: Leading Teams to Thrive Through Change
The brief
As my client embarks on significant organisational change in the lead up to a merger, leaders are tasked with not just adapting to change themselves but also guiding their teams through it.
Recognising that change leadership was a muscle to strengthen, the organisation sought to provide all people leaders — nearly 400 across the business — with practical support to lead through change constructively.
The goal was clear: help leaders move beyond “surviving” change toward enabling themselves and their teams to thrive through it.
This meant creating a leadership development experience that would:
Provide a consistent, scalable foundation for change leadership
Equip leaders with tools they can use immediately
Foster a shared language and mindset across the business
Shape the culture of the new organisation in intentional and positive ways.
The response
We designed a half-day workshop, Leading Your Teams to Thrive, combined with a suite of practical on-the-job tools. Combined, they focused on three core levers:
Mindset – How do I see change, and how does that influence others?
Reactions – What are the human reactions to change, and how do I manage them?
Choices – What do I focus on, and how do I help others focus on what matters?
The workshops were supported by a deck of summary cards containing reference tools, reflection prompts, and action plans, plus a set of tailored Leadership How-To guides including how to Lead Through Uncertainty, Communicate Change, and Manage Resistance to Change.
Importantly, the design of this solution acknowledged the upsides and downsides of change. This wasn’t about pushing a positive spin - it was about helping leaders focus on what they could influence and make constructive choices in the face of uncertainty.
The activation
The program was rolled out to all people leaders, including the Executive Leadership Team and their direct reports, in a consistent format across job levels, business areas, and regions.
The sessions were grouped by leader level and facilitated face-to-face to promote meaningful interaction with online options for leaders unable to attend in person.
Key elements included:
Scenario-based practice – Leaders explored common reactions to change through relatable team scenarios, building skills to meet individuals where they are
Peer coaching – Activities helped leaders reflect on what’s within their control and how to influence team dynamics positively
Behavioural models – Tools like Broaden & Build, the SCARF model, and the Circle of Influence provided memorable frameworks to guide application
Follow-up resources – Participants left with reference tools and step-by-step guides to reinforce learning and enable just-in-time support in the flow of work.
The consistency of the program format allowed for scale without dilution - every leader was part of the same conversation, reinforcing a shared mindset and language across the organisation.
The results
Over 90% of people leaders participated, including the entire Executive Leadership Team.
Engagement results increased by 3 percentage points during the same six-month window in which the organisational changes were announced and workshops delivered.
Optimism in the organisation’s future was a key driver of that engagement uplift.
Leaders reported feeling more confident and better equipped to support their teams through ongoing change.
The initiative reinforced the changing organisation’s evolving leadership culture - one focused on mindset, ownership, and practical support.
The ripple effects of this initiative are now visible in day-to-day team conversations, change communications, and how leaders show up as steadying forces amid ambiguity.
Why it worked
Scale with consistency – Rather than segmenting heavily by business unit or seniority, we focused on delivering one core experience flexed to context. This built alignment and reinforced a shared leadership culture.
Science-backed and leader-tested – The models and tools used were grounded in robust behavioural science and made practical through real-world examples and scenarios.
Ready to use – The takeaways weren’t theoretical. Leaders left each session with language, tools, and reference guides they could apply immediately.
Change with empathy, not spin – We acknowledged the discomfort and emotional weight of change, and focused on building the skills to lead through it constructively, without asking leaders to be cheerleaders.
Practical follow-through – The combination of workshops and on-the-job Leadership How-Tos created a bridge from learning to action, making it easier to embed change leadership into daily practice.
Ready to equip your leaders for what’s next?
Whether you’re facing major organisational change, shifting strategy, or navigating uncertainty, I can help you build leadership capability that enables growth and resilience - let’s chat.