Change is constant in organisations, yet it often feels disruptive and overwhelming—whether it’s a new initiative, a leadership change, or external crisis. Untangled: a practical and inspirational guide to change we choose and change we don't by Firefly’s Founder, Kirsty Maynor, offers a framework for navigating change with confidence.
Why Untangled is Relevant for Organisations
Organisational change is inevitable—whether it’s shifting team structures, adopting new technologies, or responding to external challenges. Even small changes, like moving desks or introducing new software, can disrupt workflows and morale. The key to navigating these shifts lies in empowering individuals and teams to adapt with confidence, clarity, and resilience.
While Untangled: a practical and inspirational guide to change we choose and change we don't focuses on personal growth, its principles also empower organisations to turn challenges into opportunities for stronger teams, better collaboration, and a thriving workplace culture. Through Firefly’s work with companies like Sky, Johnson & Johnson, NHS Scotland, JP Morgan, and Skyscanner, the book’s approaches have been tested and refined. By understanding how each person connects and operates within the team, Untangled helps organisations build stronger teams, improve collaboration, and create a thriving workplace culture.
By integrating the principles of Untangled into your workplace, you can:
Build stronger team connections.
Encourage ownership and collaboration.
Enable leaders to focus on strategy by reducing reliance on their input in everyday tasks.
Create a culture where challenges are addressed constructively.
Starting with Connection
The foundation of untangling organisational challenges is connection. When teams truly understand and trust each other, they’re better equipped to navigate change and work together effectively. A simple yet powerful way to build this connection is through regular team check-ins.
Firefly once worked with a team where members of the senior leadership team were excellent at their jobs but struggled with collaboration. They would go directly to their manager whenever issues or questions arose, leaving him feeling more like a referee than a leader of the team. To shift this dynamic, we introduced two key core tools during a workshop (and something that could be used regularly during team meetings thereafter):
What’s the story so far? Which helped them to see each other and their backgrounds and context as a starting point.
How do you feel and what do you need? Start each meeting by checking in with how they were feeling to connect as human beings first and then move on to the work.
Within weeks, the team trusted each other more, handled issues directly, and the manager could focus on strategy rather than mostly resolving conflicts and facilitating collaboration. The team’s success rippled out to the wider organisation as other departments noticed the shift and began adopting similar practices.
This example shows how building connection within teams leads to more resilient, collaborative and effective problem-solving.
Vulnerability in Leadership
Effective leadership during change goes beyond giving direction—it’s about building trust. Vulnerability plays a crucial role in this process. Leaders who model vulnerability by sharing their challenges and uncertainties create an environment of openness and connection. This doesn’t mean oversharing but rather showing authenticity and humility, which encourages the team to do the same. When practised with awareness, vulnerability strengthens relationships, enhances collaboration, and enables organisations to navigate change with confidence and resilience.
Practical Ways to Apply Untangled in Organisations
For Individuals Facing Change
Provide resources: Offer access to the book in print, ebook, or audiobook formats.
Facilitate conversations: Equip line managers to discuss change with team members, using insights from the book to guide these conversations.
Create safe spaces: Establish forums or networks where individuals can express their feelings, share needs, and access peer support.
Encourage self-reflection: Direct individuals to additional tools and resources at untangledbook.com.
For Teams Facing Change
Start a book group: Use the Untangled Book Group Guide to facilitate team discussions about navigating change.
Access tailored resources: Explore additional materials at untangledbook.com.
Seek support: Involve internal coaches or change agents to guide teams through challenges.
Explore coaching opportunities: Arrange a consultation with the Firefly coaching team to equip your team with strategies for adapting to change.
For Organisations Facing Change
Distribute the book: Provide copies of Untangled to employees, offering different formats to suit their preferences.
Promote group learning: Encourage teams to use the Untangled Book Group Guide to spark meaningful conversations. A structured week-by-week version tailored for organisations is also available—contact us to learn more.
Host workshops: Bring Untangled principles to life with an in-person or online workshop, tailored to groups ranging from 10 to 10,000 participants.
Partner with experts: Access support from Firefly’s coaching team to train internal coaches, change agents, and leaders in untangling organisational challenges.
Turning Change into Opportunity
Change can be daunting, but with the right tools and mindset, it also presents an opportunity for growth. By embedding Untangled principles into your organisation, you can create a more connected, adaptable, and resilient workplace.
Explore more resources and find support for your organisation's journey at untangledbook.com or thttps://thefireflygroup.co.uk/online-library.