Coach-Centric Change Management: How Leadership Coaching Helps in Uncertain Times
If we had to sum up what it has meant to be a leader recently in one single sentence, it might be this:
"So… what's the plan now — and how long will it last?"
Economic rollercoasters, organizational transformations, hybrid work models, constant re-planning — change is no longer a project, it has become a default state. And in this permanent uncertainty, more and more leaders are asking the same question: how can you lead people well under these conditions?
The answer can surprisingly often be reduced to one word: coaching.
Why the "old" approach to change management no longer works
The classic logic of change management used to be simple:
plan → communicate → execute → control.
The problem is that today the environment changes faster than a Canva presentation can be finished.
A middle manager recently shared this at the start of a coaching process:
"My job used to be about having the answers. Now my biggest source of stress is that no one has the answers — including me."
And this is exactly where coach-centric leadership comes in.
A coach-centric leader doesn't know everything — but asks great questions
Coaching is not magic, and it is not a "soft" conversation
either.
It is much more about structured thinking in uncertainty.
Instead of telling people where to go, a coach-minded leader helps clarify:
- what we actually have influence over,
- what we need to let go of,
- and what the very first small step is that we can take right now.
For example, a senior executive at a multinational company found themselves in the middle of a full organizational transformation. The team was frustrated, leaders were overloaded. Instead of drawing up a new strategy, we started the coaching process with a single question:
"What would make this change feel just a little less chaotic for your team?"
The result? Weekly 30-minute, structured check-in conversations — and a noticeable reduction in tension.
5 practical steps for coach-centric change leadership
1. Normalize uncertainty
Instead of saying "everything will be fine", say this:
"We don't see everything clearly yet."
This is not weakness. It creates psychological safety.
2. Questions > answers
One of the most powerful tools in coaching is a well-phrased question.
For example: "What is occupying you the most right now?"
— instead of "Why aren't we making progress?"
3. Focus on what you can control
In times of change, leaders often try to solve everything at once. Coaching
helps narrow the focus:
"What is the one thing you can genuinely influence this week?"
4. Reflect, don't react
A coach-minded leader creates space for thinking. Instead of giving instant
answers, they ask follow-up questions. This is pure gold in crisis situations.
5. Lead by example through self-reflection
When a leader says, "I'm not certain about everything either," it
doesn't weaken credibility — it strengthens it.
Coaching as a leadership survival kit
Uncertain times do not require leaders to be infallible.
They require them to be present, conscious, and human.
Coach-centric change leadership is not a quick fix — it is a long-term investment. An investment in leaders who don't just direct, but create space for thinking.
And sometimes, that alone is enough to keep moving forward — instead of being swept away by the storm.
Friendly regards,
Károly Vizdák
lifestyle change & career coach
self-awareness mentor
www.karolyvizdakcoach.hu/en
#leadershipcoaching #changemanagement #uncertainty #coachmindset