New book explores the emotional side of organisational change

Leadership consultant and change specialist Jennifer Bryan has launched a new book examining the often-overlooked emotional dimension of organisational change. The Emotional Side of Organizational Change: How to Survive and Thrive focuses on how leaders can better support people through uncertainty, transformation and disruption by placing human emotion at the centre of change strategies.

The book challenges conventional change management models that prioritise process and structure, arguing instead that successful transformation depends on understanding how individuals experience it. Drawing on recent behavioural research and Jennifer’s work with organisations across multiple sectors, the book introduces an “end person in mind” approach, which frames change from the perspective of those most affected by it.

Jennifer has spent more than 25 years advising organisations on complex change programmes, including digital transformation, workplace redesign and cultural change. Her work spans both private and public sector organisations. The book builds on this experience, offering practical guidance for leaders navigating complexity while seeking to maintain resilience and engagement.

Early responses from academics and industry figures highlight the book’s emphasis on empathy, emotional awareness and human-centred leadership. The book adds to a growing body of work exploring how leadership and organisational design must evolve as continuous change becomes a defining feature of working life.

The book also reflects growing interest in leadership approaches that recognise the psychological and behavioural impact of transformation on individuals and teams. It considers how uncertainty, pressure and rapid decision-making affect performance, trust and engagement at work. By focusing on lived experience rather than abstract models, the book encourages leaders to pause, listen and respond more thoughtfully to the people they lead. Jennifer draws on real-world examples to illustrate how empathy, communication and clarity can improve outcomes during periods of disruption. The emphasis throughout is on creating environments where people feel supported, understood and capable of adapting, even when organisations are navigating unfamiliar or demanding territory.