Supporting a culture of transformation
" The only constant in life is change."
Héraclite
Guiding a leader through transformation, like a phoenix emerging in a new form, is essential.
Succeeding in transformation is no easy task in today’s B.A.N.I. world (Brittle, Anxious, Nonlinear, Incomprehensible). Individual coaching, supervision, team coaching, and leadership development are indispensable tools to support leaders. Trying to shift a company’s culture without having the courage to address toxic personalities is a futile effort.
Become strategic to spark new momentum in your organization using these powerful levers of transformation!
1. Individual coaching: a space for reflection and strategy
Individual coaching is a powerful tool to support leaders on their transformation journey. Many leaders today are questioning their ability to navigate the constant waves of change. Working with a coach gives them a space to step back, analyze their strengths, identify obstacles to change, and develop effective strategies to overcome them.
2. Individual supervision: sustained support in complex contexts
I’m seeing more and more clients turn to individual supervision. After intense periods of change, leaders often need long-term support. Supervision provides a space to reflect on their leadership, maintain perspective, and even reinforce their personal boundaries against internal and external stressors. Increasingly, leaders also use this space to explore questions of ethics and personal alignment.
3. Team coaching: rebuilding collective performance
In the post-Covid, hybrid-work era, team coaching is once again a key factor in collective performance. The need to reconnect, share experiences, and co-create action plans is more vital than ever.
I regularly support executive committees (Codirs or Comex) of fast-growing or crisis-hit companies that want to rebuild team cohesion around essential values such as self-care, team care, ownership, and engagement.
4. Leadership development: revisiting the fundamentals
Leadership development programs are evolving. They now require revisiting foundational concepts while building critical soft skills for today’s challenges.
In a VUCA environment (Volatile, Uncertain, Complex, Ambiguous), these skills are more strategic than ever:
Change management
Decision-making
Effective communication
Navigating complexity
Key areas of focus for successful transformation
Create an Inspiring Vision
Any transformation starts with a clear and motivating vision. It must align with long-term company goals and be communicated in a way that inspires your team and gives them direction.
Engage Your People
Actively involve your team in the process. Re-engage them, support their well-being, equip them to care for their own teams, and handle difficult situations tactfully. These actions fuel motivation and buy-in.
Communicate with Impact
Clear, consistent communication is essential. Keep your teams, clients, and stakeholders informed and engaged throughout the change process. Transparent and positive communication builds trust, alignment, and helps overcome resistance.
“Transformation is not a one-time event;
it’s a continuous process.”
— John C. Maxwell
Celebrate Wins and Give Continuous Feedback
Positive feedback matters—even if your culture isn’t American! Recognizing wins and maintaining regular feedback loops is a key leadership skill. Celebrating success nurtures a culture of change and openness to improvement.
And don’t forget: ask for feedback from your managers and peers—it models the behavior you want to see.
5. Identify and Address Toxic Personalities
One of the most critical yet often avoided areas: addressing toxic individuals who damage company culture.
People don’t quit companies—they quit bad managers. Leaders must be courageous and transparent in dealing with high-performing but toxic individuals. Sending a clear message that no one is above culture is essential.
A worthwhile investment: deploy a team to assess the issue via 360° feedback or targeted interviews. Identify the personality type (e.g., narcissistic, paranoid), and develop an appropriate plan: strong coaching, a role change, or in some cases, a respectful exit.
Beware of simply relocating the problem—as demonstrated by the Catholic Church’s disastrous mishandling of abusive priests. Problems don’t disappear just because they’re moved elsewhere.
Transformation as a Personal and Collective Legend
True transformation requires two phases:
Clean up the environment (toxic people, outdated systems)
Guide the transformation with the right tools and support
Only then can a leader craft their personal legend and successfully lead lasting change.
And you, what’s your approach to accelerating your transformation and that of your business?
#transformation #change #leadership #mindset #investigation