Three Coaching Frameworks to Support Teams Through Uncertainty

Change is rarely easy. Whether it’s a corporate restructure, new technology rollout, or cultural shift, employees often feel uncertain, overwhelmed, or resistant. A famous statistic from McKinsey & Company shows that up to 70% of change initiatives fail—not because of poor strategy, but due to lack of employee support and engagement.

So, how can leaders help teams navigate uncertainty without resistance? The answer lies in coaching-based leadership. Rather than pushing employees through change, great leaders guide them through it, creating an environment where people feel heard, supported, and empowered to adapt.

Below, we explore three powerful coaching frameworks that help teams process change, overcome challenges, and take ownership of the transition.

1. The GROW Model: Helping Employees Navigate Change

The GROW Model provides a structured way to help employees process change and find their own solutions:

• Goal: What’s the desired outcome of this change?

• Reality: What challenges or concerns are employees facing?

• Options: What solutions can they explore?

• Way Forward: What’s the next step toward adapting successfully?

How to use it: In team meetings or one-on-one coaching sessions, use these four steps to help employees move from resistance to action.

2. Psychological Safety & Trust-Building

Change creates fear when employees worry about judgment, failure, or job security. Leaders who foster psychological safety create an environment where employees feel:

Safe to ask questions without repercussions.

Encouraged to experiment and find new ways of working.

Valued and supported during uncertain times.

How to use it: Regularly check in with employees without an agenda—simply to listen and understand their concerns.

3. The 3A Model (Acknowledge, Align, Act)

A simple, three-step coaching approach for leading teams through change:

Acknowledge: Recognize concerns and emotions without dismissing them.

Align: Show how the change aligns with individual and team goals.

Act: Provide practical steps and support for moving forward.

How to use it: When rolling out a major change, address employee concerns first, then align their role with the bigger picture before expecting immediate action.

Change is inevitable, but how employees experience it is within a leader’s control. By using coaching frameworks like GROW, psychological safety, and the 3A Model, leaders can transform uncertainty into engagement, adaptability, and forward momentum.

Instead of forcing change on employees, leaders can coach them through it—building a culture where change isn’t feared but embraced.

Want to equip your leadership team with the skills to coach through change?

Check out Leadership in Action, Sparkus’ coaching-based leadership program that helps organizations navigate change with confidence. Let’s talk!

‍