Leadership & HR Stabilisation
Confidential organisational support for PE-backed and transitioning organisations.
During acquisition, integration, turnaround, or other high-risk periods, leadership judgement, HR stability, and decision-making under pressure become critical value drivers.
This service exists to stabilise senior leaders and HR teams operating under sustained pressure — where judgement, pace, and execution matter.
The Reality of High-Pressure Transition
Periods of organisational change place disproportionate pressure on a small number of people:
Senior leaders carrying decision risk
HR teams absorbing emotional load, conflict, and escalation
Managers operating without space to reflect or stabilise
When this pressure is not safely released or processed, organisations experience:
Compromised judgement
Escalation of people risk
Leadership fatigue or withdrawal
Unplanned exits, grievances, or operational drag
These are not wellbeing issues. They are execution risks.
What Leadership & HR Stabilisation Provides
Leadership & HR Stabilisation is a confidential, external pressure-management and stabilisation service for organisations operating under strain.
It provides:
A safe, external space for senior leaders and HR to offload pressure
Structured conversations that restore clarity and judgement
Early identification of people-related risk
Stabilisation during periods of uncertainty and compressed decision-making
What this is not
Not therapy
Not coaching
Not an EAP or wellbeing programme
Not leadership development
This service sits alongside existing support structures, strengthening them by ensuring the people carrying the greatest organisational pressure remain clear, stable, and effective.
How the Support Works
Engagements are deliberately simple and discreet.
A typical support day includes:
4–6 confidential one-to-one sessions with senior leaders and/or HR
Structured leadership conversations focused on current pressure points
No note-taking, no recording, no personal data shared
Where appropriate, HR receives:
An anonymised summary of themes and emerging risks
Insight to support earlier intervention and better decision-making
No individual reporting.
No performance assessment.
Just stabilisation and organisational insight.
Typical Use Cases
Organisations engage Leadership & HR Stabilisation during:
Private equity acquisition or post-deal integration
Leadership transition or restructure
Turnaround or distressed asset situations
High-risk change programmes
Periods of sustained pressure where leadership capacity is stretched
This support is often used as a short-term intervention or as part of a retained stabilisation model during extended transition.
Why Organisations Invest in This
The cost of a single leadership failure can far exceed the cost of early stabilisation:
Senior resignation
Burnout-related absence
Escalated grievance or legal exposure
Loss of leadership credibility during transition
This service exists to reduce downside risk, not to deliver soft benefits.
Delivered by Simon Harrison
This service is delivered by Simon Harrison, drawing on experience as:
A former HR Director and senior business leader
A trusted advisor to leaders operating under pressure
A practitioner experienced in high-stakes, high-load environments
The focus is practical, grounded, and commercially aware — not theoretical or performative.
Next Step
If you are navigating acquisition, transition, or sustained organisational pressure and want to explore whether stabilisation support would be useful, the next step is a confidential conversation. A short executive briefing is available on request.
This service operates alongside existing EAP, OH, and leadership support structures— It does not replace them.