Supporting People Through Organisational Change
How confidential executive coaching helped Cephalon support employees through a major merger, relocation and organisational restructuring.
Major organisational change can create considerable uncertainty for employees, particularly when mergers, relocation and restructuring affect their future roles and career decisions.
LeaderShape worked with Cephalon to provide confidential executive coaching, helping employees navigate significant change while supporting the organisation's need to retain key people and maintain business performance.
BUSINESS IMPACT
Supporting employees while protecting business continuity
50
Key employees offered confidential coaching support
3–5
One-hour telephone coaching sessions following an initial meeting
Retention
Supporting the retention of key staff and continuity of business performance
The coaching programme helped employees make informed decisions about their futures while enabling Cephalon to manage organisational change responsibly, maintain productivity and support its financial objectives.
THE ORGANISATION
A pharmaceutical business undergoing significant change
Cephalon was a pharmaceutical company undergoing major organisational restructuring following its merger with Zeneus.
The changes included relocating operations from Guildford to Stevenage and consolidating headquarters and sales functions.
These developments created significant implications for employees, many of whom needed to consider changes to their roles, relocation or voluntary redundancy.
THE CHALLENGE
Helping employees navigate uncertainty and difficult career decisions
The merger and subsequent restructuring presented employees with difficult decisions about their professional and personal futures.
Some faced relocation, others were considering alternative roles, while some needed to assess whether voluntary redundancy was the right option.
The organisation needed to:
- Provide meaningful support to employees affected by organisational change.
- Help individuals make informed decisions about their future careers.
- Retain key employees wherever possible.
- Maintain productivity and business continuity throughout the transition.
- Demonstrate a responsible duty of care towards its workforce.
Cephalon recognised that confidential, independent support could help employees manage the uncertainty while reducing disruption to the business.
LEADERSHAPE'S APPROACH
Confidential coaching tailored to individual needs
LeaderShape developed a confidential coaching programme that was offered to 50 key employees affected by the organisational changes.
The programme provided a supportive environment in which individuals could explore their options, consider their personal circumstances and make decisions about their future.
Independent and confidential support
Confidentiality was central to the programme. Employees could discuss concerns, explore alternatives and reflect on their choices with an independent coach, away from the pressures of the organisational restructuring.
The coaching programme
01. Initial Face-to-Face Session
An initial meeting of up to two hours allowed employees to explore their situation, establish priorities and identify the areas where coaching could provide the greatest benefit.
02. Follow-Up Telephone Coaching
Employees were offered three to five one-hour telephone coaching sessions to help them work through decisions and develop practical next steps.
03. Individual Career Decisions
Coaching helped individuals consider their options, including remaining with the organisation, relocating or pursuing alternative career opportunities.
04. Support Throughout Transition
The flexible coaching format provided continuity of support as employees navigated the different stages of organisational change.
SUPPORTING THE TRANSITION
Balancing employee wellbeing with organisational priorities
The programme was designed to benefit both employees and the organisation.
For employees, coaching provided time and space to consider the implications of the merger and make informed choices about their careers.
For Cephalon, providing independent support helped demonstrate a commitment to employees while maintaining stability during a potentially disruptive period.
Creating a more supportive transition
- Employees received confidential support during a period of uncertainty.
- Individuals were better equipped to evaluate their career options.
- The organisation was able to support the retention of key people.
- Business continuity and productivity remained important priorities.
- The approach reinforced Cephalon's duty of care towards employees.
THE OUTCOMES
Retaining key people and maintaining business performance
Retention of Key Employees
The programme supported Cephalon's ability to retain key staff during the restructuring, helping preserve important skills and organisational knowledge.
Maintained Productivity
The organisation maintained productivity throughout the transition, helping protect operational performance during a period of significant change.
Financial Objectives Maintained
Cephalon maintained its financial targets while managing the organisational restructuring and supporting affected employees.
Demonstrating Duty of Care
Offering independent coaching demonstrated a commitment to treating employees responsibly and providing practical support during a difficult transition.
Reducing Employment Risk
By providing employees with appropriate support during the restructuring, the organisation also helped reduce the risk of employment tribunal claims.
THE BIGGER PICTURE
Putting people at the centre of organisational change
The Cephalon experience demonstrates the importance of supporting employees through significant organisational transitions.
While mergers and restructuring are often driven by strategic and commercial considerations, their success also depends on how effectively organisations support the people affected by those decisions.
By providing confidential, independent coaching, Cephalon was able to help employees navigate uncertainty while supporting retention, business continuity and organisational performance. The case illustrates how a people-centred approach to change can help organisations balance commercial priorities with their responsibilities towards employees.