LEADERSHIP ADVISORY
Guide your team through change. Sustain the energy to keep moving.
Practical advisory for leaders helping team members understand, navigate and adapt to change while everyday work continues.
Focused on Guidance and Energy within FORGE, we help you shape how you guide people, respond to their different needs and sustain the conditions that support progress.
Support for the leadership work that follows a decision
Agreeing what needs attention is a starting point. Leaders then have to guide team members through what follows: explain expectations, hear concerns, support learning and respond as people’s experience changes.
Leadership Advisory focuses on Guidance and Energy, the final two stages of FORGE. It gives individual leaders and leadership teams a structured space to work through a live change, act on what they learn and adjust as the situation develops.
Helping people move forward—and keep going
Once a change is underway, leaders face the daily work of helping people through it. Some team members need clearer direction; others need reassurance, time to learn or help with competing demands. Those needs shift as the change unfolds.
Guidance and Energy bring focus to this leadership work: how you help team members find their way through change, and how you sustain the confidence, capacity and commitment needed to keep moving.
Guidance
Guide team members through the change.
Help team members understand what is changing, what it means for their work and how to move forward. Adapt your guidance to the different questions, experience and support needs within the team.
- Explain priorities, responsibilities and what good work looks like as expectations change.
- Listen to concerns and involve team members in shaping practical ways forward.
- Prepare team and individual conversations that build understanding and address uncertainty.
- Adjust guidance, learning and support as team members gain experience; resolve or escalate barriers they cannot remove themselves.
Energy
Sustain the conditions that help people keep moving.
Notice what is building confidence and what is draining effort. Review whether progress is sustainable, make learning visible and respond when conditions change.
- Recognise useful progress and reinforce practices that help.
- Address repeated friction, uncertainty and unnecessary effort.
- Protect capacity for learning and continued delivery.
- Use employee feedback and operating evidence to adjust the leadership response.
When advisory can help
- You know where readiness is under pressure but need to decide how to respond.
- Your team is carrying new demands alongside existing commitments.
- Progress depends on decisions or support from other leaders.
- Early enthusiasm is fading, workarounds are growing or agreed actions are not helping.
- You need a confidential space to test your thinking before an important leadership conversation.
Work on your change between sessions
We begin by agreeing the change, the leadership questions and what useful progress would look like. Support can be scoped for one leader or a leadership team and delivered virtually.
Each session works through a current decision, obstacle or team concern. You leave with agreed actions, conversations or enquiries to pursue. At the next review, we examine what happened, what people experienced and what needs to change.
The cadence, preparation, confidentiality arrangements, scope and investment are agreed before you commit. You retain responsibility for decisions and implementation.
What you take away
- A focused leadership response: priorities linked to the conditions your team needs.
- Clear actions and influence requirements: what you will decide, discuss or escalate, with owners and review dates.
- A practical review rhythm: feedback, evidence and signals that help you judge whether to continue or adjust.
Where useful, the Change Readiness Compass helps explore how employee experience connects with the conditions leaders shape. It provides evidence for enquiry and action alongside the realities of the work.
Begin directly or build on a workshop
A FORGE workshop focuses on Flashpoint, Orientation and Readiness: understanding the change and identifying priorities. Leadership Advisory focuses on Guidance and Energy: guiding team members and sustaining the energy needed for progress.
You can engage directly when the issues are already clear. Where the work itself needs redesign, Work and Organisational Redesign provides a separately scoped engagement.
What leadership question needs your attention?
Tell us what is changing, where your team is under pressure and which decision or conversation you need to work through.
