One thing that I have found helpful is to not approach any client like they have a problem that needs fixing. Rooting yourself in the coaching principles and digging deep. Principles laid out by ICF and NBHWC that recommend not leading the client, not “fixing” and telling the client what to do is the most effective approach. So once we aren’t trying to fix anything and lean into natural curiosity - deep exploration on resistance to change can occur.

Acknowledge their fears: Validate their concerns about the transition. Break it down: Divide the process into smaller, manageable steps. Reframe change: Help them see the transition as an opportunity, not a threat. Focus on small wins: Celebrate each bit of progress to build confidence. Guiding them through change means addressing fears while showing them growth is possible.

Reiterate that as their coach you’re their support. You’re their champion. You’ve got their back. You’re there for them while they go through this journey of change. Explain to them the journey of change, how lots of people find change hard (& show they why) Talk through the emotions of fear and how the brain just wants to keep us safe. Change is just part of being human. Talk about growth mindset. Give them tools and techniques such as visualisation to show they what their world will look like on the other side of change, If the client is willing I would Hypnosis and hypnotherapy techniques to reprogram their mind to feel more calm, to reframe change and embed a positive future for them.

During a client's challenging career transition, I’ve found that using the GROW coaching model (Goal, Reality, Options, Will) works well to guide them through their resistance. In a previous project focused on conflict resolution for senior executives, we used this model to help clients articulate their goals, acknowledge obstacles, and explore possible solutions. Encouraging small, actionable steps while keeping the bigger picture in view helps overcome resistance to change. "Transitions: Making Sense of Life's Changes" by William Bridges offers powerful insights for anyone navigating tough transitions. Change is like shifting gears in a car—once you find the right rhythm, the ride smooths out! ?????

Resistance to change is normal. Nobody wants to change when things are good. Even when things are not so good, most people want to keep them as they are. First of all, I would support the common human attitude to change. The second step is to find out together how my client sees the future. Why is this important? What are the benefits? The person might not really want to change or be ready for it today. And it's also OK. Or they will see that just discussing might make them want to act. Another way to check motivation is to talk about feelings. How do you feel now? Are you happy? How would you like to feel when you reach your goal? Does this make you want to act? If yes, what would be your next step?