Coaching Through Change: Helping Teams Navigate Uncertainty

Change is inevitable, but comfort with change is not. For leaders, guiding a team through uncertainty is one of the most challenging and defining aspects of leadership. Whether it’s a restructure, a shift in strategy, or external market disruption, how a leader shows up during these moments can either anchor a team or leave them adrift.

This is where coaching becomes a powerful leadership tool not just as a formal process, but as a mindset and approach to navigating the unknown.

1. Acknowledge the Emotional Landscape: Change often triggers fear, resistance, and confusion. Leaders who coach through change don’t rush to fix or gloss over these emotions. Instead, they create space for them. Start by acknowledging what people are feeling. Ask open questions like: “What’s been hardest about this change for you?” “What are you most concerned about right now?” This isn’t about having all the answers—it’s about validating the experience. When people feel heard, they’re more likely to engage with the process rather than resist it.
2. Shift from Telling to Asking: In times of uncertainty, it’s tempting for leaders to default to control and giving instructions, making quick decisions, and trying to maintain order. But coaching leaders know that empowerment builds resilience. Instead of telling your team what to do, ask. “What would success look like in this new context?” “What support do you need to move forward?” These questions invite ownership and creativity, helping people feel more in control even when the situation isn’t.
3. Reconnect to Purpose: Uncertainty can make people lose sight of the bigger picture. Coaching through change means helping your team reconnect with their “why.” Remind them of the impact their work has, the opportunities this change might unlock. Purpose helps stabilise things. When people understand the meaning behind the change, or at least the meaning in their role within it, they’re more likely to stay engaged.
4. Normalise Learning and Adaptation: Change is messy. Mistakes will happen. Coaching leaders normalise this by modelling a growth mindset. Say things like: “What did we learn from that?” “How might we approach it differently next time?” This creates psychological safety, where people feel safe to experiment, speak up, and adapt without fear of blame.
5. Be Present and Consistent: In uncertain times, consistency is another form of safety and stability. Coaching leaders show up regularly, not just in meetings, but in check-ins, conversations, and moments of support. You don’t need to have all the answers. You just need to be present, curious, and committed to walking alongside your team.

Coaching through change isn’t about having a script, it’s about having a stance. It’s about leading with empathy, curiosity, and trust. When leaders coach through uncertainty, they don’t just help their teams survive change, they help them release their potential, moving from the red ocean to the blue.

If any of your team members need coaching through change, or if you would like support in coaching, get in touch at help@pureblueocean.com