You know what needs to change.
The challenge is getting it to happen through other people.
You may have a clear direction, a solid plan and genuine belief in what the business needs next. But leading change in practice is rarely straightforward.
People have competing priorities, stakeholders are not always aligned, conversations become harder than expected, and the plan often needs to evolve as you go.
At the same time, everyone still looks to you for clarity — and all of this is happening alongside your actual day job.
The Make Change Stick Pathway is a six-month coaching partnership for Heads, Directors and senior leaders responsible for making meaningful change happen through other people.
Your job title may not say Transformation Director
But you may still be responsible for implementing a significant change across your team or business.
You’ve explained the vision, built the plan and know why the change matters. Then reality starts testing it. People interpret the message differently. Other priorities compete for attention. Stakeholders push back. A team member who seemed supportive becomes less engaged, or a difficult conversation can no longer be avoided.
At that point, the challenge is no longer simply knowing what needs to happen. It is maintaining momentum while navigating the human and operational realities of implementation.
That is where the Make Change Stick Pathway is designed to help.
Change starts with clarity
Direction
The bigger the change, the simpler the message needs to be.
You may have spent months thinking through the change while the people around you are only just hearing about it. If the purpose, priorities and practical implications are not clear, people fill in the gaps themselves — which can quickly lead to fragmented decisions and inconsistent follow-through.
In the first phase of the pathway, we simplify the complexity. We clarify the purpose behind the change, identify the priorities that matter most and create guiding principles that help others make aligned decisions even when you are not in the room.
We also define what success needs to look like and anticipate the challenges most likely to slow progress, so you have a clearer basis for navigating what comes next.
What you need, and what your team needs, may be different
Connection
You may be focused on delivering the end result, while the people around you are working through a very different set of concerns.
Some may be worried about capacity. Others may feel they are losing expertise or control. Someone else may be concerned about the practical consequences of a decision that still feels theoretical to you.
The same change can create excitement for one person and uncertainty for another.
In the second phase, we look at both sides. We start with how you are leading the change — your strengths, how you tend to show up under pressure and where your natural approach may unintentionally create more friction.
Then we look outward at your team and stakeholders. We work through what they need from you, what they need from each other, and what needs to be in place for them to take greater ownership and follow through when business as usual does not stop.
The hard part isn’t launching the change. It’s landing it.
Momentum
Initial buy-in matters, but the real test comes when things become more complicated.
A priority shifts, a stakeholder pushes back, something you thought was resolved resurfaces, or a decision that looked straightforward becomes politically or emotionally difficult. This is often the point where momentum starts to fade and the leader ends up compensating by working harder, stepping in more often or doing too much of the problem-solving personally.
The final phase is designed to support you through those live challenges.
Through regular partnering sessions, we work with what is happening in real time: exploring options, pressure-testing decisions, preparing for difficult conversations and helping you adapt without losing the overall direction.
The aim is to help you keep moving while building greater ownership around you, rather than becoming the person who has to carry the change alone.
What the six-month partnership includes
The Make Change Stick Pathway combines structured coaching with ongoing implementation support:
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8 x 90-minute core coaching sessions, moving through Direction, Connection and Momentum
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3 x 45-minute stakeholder conversations at the beginning, midpoint and end of the programme
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Lumina Spark Portrait to explore your leadership style, communication preferences and how you tend to show up under pressure
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Email support between sessions for questions, updates and accountability
The rhythm changes over the six months. We work more frequently at the start, when clarity and alignment are being established, before moving into monthly partnering sessions as the focus shifts towards maintaining momentum through implementation.
The stakeholder conversations also make the work visible beyond the coaching room, creating shared goals, opportunities to recalibrate and a clearer view of what progress looks like.
This could be the right support if...
The pathway is designed for Heads, Directors, SLT members and equivalent senior leaders who are responsible for delivering meaningful change across a team or business.
You may have a clear strategy but find that progress still depends too heavily on you. You may be spending more time than you would like chasing, firefighting or stepping in personally, or you may need somewhere to think through stakeholder dynamics and difficult conversations as they emerge.
What matters most is that you are working on a real piece of change and want support that stays close to the practical work of implementation rather than sitting separately from it.
What should be different by the end?
The goal is not simply to help you feel more confident about leading the change. It is to help the change gain traction.
By the end of the pathway, I want you to have greater clarity around the direction, stronger ownership from the people around you and more confidence in how you respond when priorities shift or resistance emerges.
The wider aim is that progress depends less on you constantly driving it, because the people around you are clearer, more engaged and better able to carry the work forward themselves.
Make the change easier to lead — and easier for others to own
You do not need to wait until the change is going badly before asking for support.
If you are carrying significant change alongside your day job and want to create stronger ownership, alignment and momentum around you, we can start with a conversation.
On a discovery call, I’ll ask about the change you are leading, where it is currently getting stuck and what you would like to be different. From there, we can decide whether the Make Change Stick Pathway is the right fit.