In times of rapid transformation leaders at middle-layer face unique challenges. They must translate the vision set by top management into tangible actions for their teams ~ all while balancing operational realities, emotional resistance, and systemic complexity.

As coaches and leadership practitioners, our challenge is to help these leaders align vision with execution, activate conviction for change, and sustain performance through learning. We need to help leaders hold the tension between what is and what could be and channel it into creative energy for change.

This roundtable explores how systemic coaching frameworks can build conviction, foster adaptability, and sustain transformation, and help coaches turn resistance into readiness, and vision into embodied leadership.

This roundtable invites coaches to reflect and experiment:

• How can coaching transform organisational tension into innovation energy?
• What builds conviction for change — beyond compliance or motivation?
• How can we help leaders sustain performance while learning in motion?

Participants will get to engage with two complementary frameworks:

• The Creative Tension Model (Robert Fritz; Peter Senge) Learn to recognise and use the natural tension between Current Reality and Future Desired Reality as a force for growth rather than frustration.
• The PEARLS Innovation Change Model (Thrive Consulting) Anchoring learning and commitment during change by using experiential, reflective, and iterative coaching approaches.

Through peer dialogue, mini case work, and systemic reflection, we’ll deepen our understanding of coaching as a lever for transformation.

Our roundtable is a marketing-free, inclusive, and peer-based learning space for coaches to learn about and practice new coaching concepts and research.

Attribution: The PEARLS Innovation Change Model is a proprietary framework of Thrive Consulting, used with permission under the Institute of Coaching Roundtable Series.