Perform through Change
Group & Team Coaching for Publishing & Information Leaders
When the business is changing, your people still have to perform.
Restructuring, redundancy, acquisition, integration – publishing and information businesses are navigating all of it, often simultaneously. The operational response gets managed. What receives far less structured attention is the human performance layer that sits beneath all of this: how leaders are actually showing up for their teams, whether those teams remain cohesive and focused, and whether the people the organisation most needs to retain are quietly making decisions about their futures.
Perform Through Change is a suite of group and team coaching programmes designed specifically for publishing and information businesses at moments of significant change. It is built on a straightforward premise: that the capability to lead well through disruption is not innate. It is developed. And it is best developed together.
Content Change has direct experience inside publishing and information businesses. Our founder, Sarah Jenkins, spent over 20 years working for some of the world’s largest information providers and news organisations, managing multi-million pound business units and leading teams through significant organisational change.
The specific pressures, culture and language of publishing and information businesses are not abstractions here. They inform every session, every conversation and every recommendation we make. When a leader in your organisation sits down with us, they are talking to someone who understands the world they are operating in — not observing it from the outside.
These programmes are designed for leadership teams in publishing and information businesses — including book publishing, consumer magazines, B2B media, data and information services — that are navigating one or more of the following:
If your organisation is in the middle of any of these — or approaching one — these programmes are designed for you.
We offer three structured programmes, each designed for a different level of urgency and scope. All three can be tailored to your specific organisational context.
For organisations in the immediate aftermath of a significant change event — a redundancy announcement, a sudden acquisition, the start of a formal consultation. When the need is urgent and the window for intervention is narrow.
This is not a crisis management service. It is professional coaching for leaders who are managing a crisis, and who need structured support in leading well through it.
Leaders leave with practical strategies for maintaining clarity under pressure, confident language for communicating with teams during uncertainty, and a strengthened sense of collective identity as a leadership group.
For organisations navigating a defined change period over the coming months — a restructure, an integration, a significant shift in operating model. Ten weeks of structured group and individual coaching that sustains leadership performance and team cohesion throughout the transition.
This is the flagship programme. It gives leaders the time and space to do deeper work — not just managing the immediate pressures of change, but fundamentally developing their capability as leaders in complex, uncertain conditions.
Organisations that commission this programme consistently report stronger leadership cohesion at the end of the ten weeks than at the beginning — despite, or perhaps because of, the difficulty of what has been navigated together.
For organisations in a sustained period of transformation — where change is ongoing rather than episodic — who need capability built across the whole leadership layer, not just one team. A twelve-week cross-functional programme that brings leaders from across the organisation together to build lasting resilience.
The cross-functional relationships built during twelve weeks of shared experience are among the most practically valuable outcomes. Leaders who know and trust their peers across the organisation move faster, collaborate better, and manage complexity more effectively.
Across all three programmes, the outcomes we focus on are the same. These are not soft outcomes. They are directly connected to the performance and retention of your organisation’s most important people during its most vulnerable period.
It is worth being direct about this. Perform Through Change is not a wellbeing programme. It is not counselling. It is not a tick-box response to a difficult moment.
It is professionally focused coaching for leaders who are being asked to do something genuinely difficult — lead organisations and teams through significant disruption, whilst maintaining performance and holding their people together. That is a considerable leadership undertaking. It deserves rigorous, expert support.
The leaders who attend these programmes are high-performing professionals developing the specific capability that their situation demands. That is the framing we bring, and it is the framing that works.
For CEOs, CFOs and HR Directors considering the investment, one figure is worth holding in mind.
The cost of a single senior person leaving during a restructure — recruitment, lost institutional knowledge, reduced output, team disruption — typically exceeds £30,000. That figure does not account for the effect on the people who remain, or the reputational cost of visible attrition during a change process.
“The cost of one senior person leaving during a restructure typically exceeds £30,000. These programmes cost a fraction of that — and directly address the conditions that cause it.”
The Rapid Response Intensive can begin within two weeks of commission. The Team Programme and Leadership Cohort typically begin within three to four weeks, allowing time for a proper briefing and scoping conversation. If your situation is urgent, get in touch and we will move as quickly as your needs require.
Yes. The structures above are starting points, not fixed frameworks. We always begin with a briefing conversation to understand your specific context, the nature of the change you are navigating, and what your leadership team most needs. The programme is then shaped around that.
Yes. For larger organisations, we typically recommend working with a specific division or leadership team rather than attempting an organisation-wide engagement immediately. This keeps the group size manageable, the coaching more focused, and the outcomes more measurable. A First Coaching Stream can be replicated across other teams or Divisions. We can discuss the right scope for your situation in an initial conversation.
Our primary specialism and deepest experience is in publishing and information businesses. We do work with organisations in adjacent sectors — professional services, media, data, learning, industry bodies and membership organisations, technology and FinTech — where the culture and change dynamics are similar. If you are outside these sectors and interested in this work, we are happy to have a conversation about fit.
Our broader organisational coaching packages — Leadership and Influence, Resilience, Team Solutions-Focus, and Board Coaching — are designed for development in conditions of relative stability. Perform Through Change is specifically designed for the opposite condition: it meets leaders in the middle of genuine disruption and builds performance capability from within the change process.
If you are unsure which is right for your situation, get in touch for a free exploratory conversation.
© Content Change 2026 | Privacy Policy
Website by Eldo™