Why do senior leaders need coaching during organisational change?

Organisational change puts immense pressure on the people at the top and can be a defining moment for any business. Whether driven by expansion, restructuring, mergers, acquisitions, downsizing, economic change, or AI disruption, senior leaders are expected to remain composed, strategic and motivating. It’s a tall order, and it takes a personal toll.

Supporting leaders during such changes is just as important as supporting departing employees, the teams adapting to new structures, or those stepping into freshly created roles. The answer is executive coaching, which gives leaders the headspace, resilience and humanity to lead through the chaos without losing direction – or themselves.

The hidden strain of leading through change

In 2025, 40% of UK CEOs identified change management as the largest skill gap among senior leaders. It’s not surprising that such a critical gap remains unfilled, because organisations often overlook what a trying experience it is to lead through change.

HR directors may have to deliver difficult redundancy news to employees they care about. Team leaders may be tasked with steering teams through major restructures or rapid expansion, juggling shifting priorities and new reporting lines while maintaining performance. Executives at the helm may face the pressure of navigating mergers or AI-driven transformation, and communicating sweeping strategic changes while keeping people aligned, motivated and secure in uncertain times.

Leaders aren’t machines, and yet many operate as though they have to be. “Take it on the chin. Power through”: these have become the unfortunate mantras of senior leadership. As the numbers show, this amount of pressure isn’t sustainable:

• 77% of UK CEOs feel overworked and burned out
• One-in-three senior executives have considered quitting due to work-related stress
• 34% of HR professionals may leave the sector in the next year because of burnout
• 43% of leaders say work-related stressors have driven half their leadership team to quit

It’s often expected that leaders must put on a brave face during change, assuming the role of the “calm captain” amid the storm. But without the proper support, that can become a toxic burden that exacerbates an already worn out leadership bench. If organisations neglect their leaders during times of change, they will find themselves buckling under the weight of underperforming, disenchanted teams, and a fragmented vision that people struggle to unite behind.

Executive coaching: The antidote to leadership burnout during organisational change

Executive coaching is your best play at reducing the personal pressure on senior leaders. A skilled coach serves as a confidant, giving leaders a neutral space where they can vent frustrations, process their own emotions and develop coping strategies.

Rather than bottling up stress, which can leak out as irritability or indecision, leaders are shown how to manage it, with 70% confirming executive coaching improves their stress management, according to the International Coaching Federation (ICF). In turn, they’re able to stay effective and present for their teams throughout uncertainty.

Strengthening emotional intelligence

One of the greatest benefits of executive coaching is how it builds emotional intelligence (EQ).

Leaders with high EQ are better equipped to handle emotionally charged situations. They can stay self-aware and composed, and respond to others with genuine empathy rather than frustration or defensiveness. Difficult conversations, such as delivering redundancy news, can go from tense to confrontational in seconds, and when it does, having that emotional steadiness is the difference between preserving good faith, and damaging trust so deeply that it scars your reputation.

Executive coaching is a proven method for enhancing EQ skills. Famed psychologist Daniel Goleman once said that:

“Coaching is the most effective method for improving in areas of emotional intelligence deficit. Having expert support during your ups and downs as you practice operating in a new way is invaluable.”

An executive coach becomes both mirror and guide. They reflect the leader’s blind spots in a non-judgmental way so that they’re more aware of their emotional triggers. And they help them develop learning techniques to manage stress and build more effective behaviours.

The ROI of supporting leaders during change with executive coaching

Beyond the qualitative benefits, does executive coaching truly deliver a return on investment during organisational change? The evidence says yes.

The ICF reported that 86% of companies using executive coaching saw a 700% ROI. That’s a sevenfold return for every pound invested. Much of that ROI comes from improved leadership performance cascading down to the bottom line. It isn’t rocket science:

• When leaders are coached to be better communicators, it means less resistance, less change fatigue and greater organisational buy-in towards the new vision.
• When they exhibit strong, empathetic leadership, it strengthens team morale and keeps key talent on board, even as it undergoes difficult change.
• When executives and leaders know how to handle stress, it prevents burn-out and loss of key talent.

Finally, there’s the long-term cultural ROI. By introducing executive coaching, organisations often kick-start a broader coaching culture. Leaders model coaching behaviours – such as giving supportive feedback, asking open questions, and fostering development – which then spread throughout the organisation. Over time, this creates a more agile, learning-oriented company culture that is better equipped to handle future changes.

The alternative doesn’t look pretty

The ROI of executive coaching is a strong argument. But perhaps the most compelling case comes from envisioning the alternative.

Imagine an organisation in upheaval led by executives who are overwhelmed, poorly equipped to handle people issues, and making knee-jerk decisions in isolation. Morale sinks, top talent leaves, and the intended efficiencies of restructuring never materialise. Unfortunately, this scenario is all too common, with 70% of change initiatives failing.

Now imagine a company going through the same challenges, but its leaders are supported by coaches. They communicate frequently and honestly, keep their teams motivated, make well-considered decisions, and remain resilient.

The contrast is night and day. Coached leaders steer the organisation to not only survive the change, but emerge on the other side with a healthier culture and engaged workforce. Perhaps that’s why, as ICF points out, 91% of organisations with coaching programmes credit those programmes as a key driver of their overall success.

When change comes, City CV keeps your leaders steady

In periods of transformative change, senior leaders are under immense strain, too, and how they orchestrate those changes influences the ultimate success of the transition.

Executive coaching is a vital form of support that empowers leaders to navigate organisational change with resilience, clarity, and heart. Beyond managing their own stress, it sharpens their ability to lead others: to communicate with care, make tough calls with confidence, and steady the culture when everything feels in flux.

The takeaway is clear: if you want change to succeed, invest in coaching your senior leaders. Transformation will always be hard, but with the right support, your leaders can carry your people and your organisation through it.

If you’re currently going through organisational change, or are planning to soon, City CV is here to support your leaders with world-class executive coaching. Contact us today to learn more.