How executive coaching helped a science sector leader resolve conflict and lead with confidence
A Group Leader in the scientific sector was navigating a period of significant organisational and structural change. Recently promoted into his role over the past year, he was struggling to find his footing.
His discomfort in engaging with people—combined with his natural focus on science—was resulting in him avoiding difficult conversations. He was feeling the strain and resisting the clarity the situation demanded: addressing the lack of direction and the resistance his team was showing.
With 5 direct managers under him and a wider team totalling 35+, the pressure was mounting. He was moving from a state of reactive "fear and dread" rather than leading with the clarity and authority his position required.
The leader first encountered Bronwyn through a workshop she led. He was drawn to the way she actively listened, created psychological safety, and engaged authentically with participants. Recognising certain behaviours in himself that she highlighted, he decided to pursue bespoke leadership coaching.
Rather than going through the structured 12-week Leadership Programme, he chose a tailored coaching engagement specifically designed around his unique challenges and goals. The coaching focuses on enhancing his behaviour and effectiveness as a leader—and he continues to work with Bronwyn to this day.
One moment stands out clearly as the turning point:
We agreed that he would approach a meeting with his direct managers by simply listening rather than arriving with all the answers. Because we had set that intention together, he felt confident trying a different approach.
The meeting went exceptionally well. His managers opened up more than usual, and he gained a much deeper understanding of their perspectives.
"It was a turning point for him: he realised he didn't need to be the expert in the room, but rather the person who creates the space for open, honest discussion."
Team members positively impacted
Coaching engagement continues
Team engagement increased — leading to far less resistance and much more forward momentum during the change process
Initiatives moving faster — with greater alignment across the team
Open, engaged, focused — the team has become more outcome-oriented
Addresses conflict directly — now addresses resistance, performance issues, and uncomfortable behaviours with clarity and calm composure
Reduced personal pressure — greater stability and effectiveness across the team
"In 2025, my work environment became more challenging with many external factors affecting me. Not being able to make sense of what was happening, I was frustrated and losing focus on the important aspect of my role. The regular coaching sessions created a safe and productive environment for development, as well as giving me time to reflect. It turned out that the person that I could influence the most was me, and by using emotional intelligence tools, I became more peaceful and a lot more appreciative of my environment. The structure of the sessions was well balanced with enough time for me to bring my thoughts, and time for the coach to comment. Not only do I always feel heard/listened to without judgment, but the joyful expression of the coach was very encouraging."
Group Leader
Scientific Sector
This case study demonstrates how moving from the role of "expert" to "facilitator" can transform both leadership effectiveness and team dynamics. By creating space for open, honest discussion, leaders can unlock the potential of their teams—even during periods of significant organisational change.
Whether you're facing team conflict, navigating change, or looking to develop your leadership capabilities, bespoke coaching can help.