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Ky.
Teasdale

Business Psychologist.
Coaching & Consulting.

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The Work

I help leaders, coaches, and the businesses they run think clearly and act deliberately.

My work is psychology-led. I bring an MSc in Occupational Psychology and a decade of experience to coaching, supervision, and consulting. The format follows the client, not a fixed model. Most of what I do takes the form of coaching, but the practice extends wherever the work requires it: brand strategy, assessment, team dynamics, or building something that doesn’t have a template yet.

I work well with people who got where they are through capability rather than the conventional route. That matters not because unconventional routes are inherently better, but because the support structures in most organisations were built around the conventional one. The coaching addresses what that gap actually produces. Not as a motivational framework, but as a practical and psychological reality that the research is fairly clear about.

Entry Points

For leaders

Executive and disability coaching for senior professionals navigating complexity, transition, or a role that was not built with them in mind.

For business owners

Business coaching, money coaching, brand work, and retained advisory for people building something real without the standard playbook.

For coaches

Coaching supervision and brand development for practitioners who want their practice examined, not rubber-stamped.

For organisations

Executive coaching, team coaching, and independent assessment for organisations that want psychology-led work without an in-house function or a large consultancy.

The verdict

Simon Haggerty

Ky helped me see past the walls I’d built for myself and into the potential of that I could be. It’s been so long since someone helped me challenge and address my disability at work instead of generic support statements and dismissals

Thanks!!

Read the full experience

What Business Psychology Could Learn From Coaching Supervision

April 15, 2026 | Ky.

Supervision means different things in different traditions. For a clinical psychologist, it’s a statutory and professional obligation, organised around accountability, case review, and the management of risk. For a coach, it’s a developmental practice, usually voluntary in the UK but expected by professional bodies, organised around reflection, relational work, and the practitioner’s own growth. For […]

Rethinking Early-Career Assessment as Social Mobility Comes into Focus

March 6, 2026 | Ky.

Socioeconomic background is now more visible in UK hiring than it was even a few years ago. Employers are collecting socioeconomic data where they were not before, often using frameworks associated with the Social Mobility Commission and the Social Mobility Foundation. Social mobility benchmarking has moved beyond policy teams and specialist consultancies and now appears […]

Enabling Leadership: A Closer Look at an Underused Idea

January 20, 2026 | Ky.

Of the three leadership functions that Complexity Leadership Theory identifies — operational, entrepreneurial, and enabling — enabling leadership is the one most likely to be overlooked in practice and the one most difficult to recognise when it is happening. This is partly because it does not look like what most organisations have been trained to […]

Complexity Leadership Theory as a Way of Seeing

December 9, 2025 | Ky.

Complexity Leadership Theory, developed by Mary Uhl-Bien and colleagues (Uhl-Bien, Marion, & McKelvey, 2007), is not a leadership model in the way that most leadership theories are models. It does not tell leaders what to do. It does not prescribe a style or a set of behaviours. What it does is offer a way of […]

The Work That Happens Before the Change

November 30, 2025 | Ky.

Most writing on organisational change is about handling what happens once change is underway. Resistance, communication, managing the emotional response, bringing people along. There’s a lot of it, and some of it is useful. But it tends to treat the interesting work as the work that happens during the change itself — the announcement, the […]

The Goal-Setting Conversation, and Where It Tends to Go Wrong

October 21, 2025 | Ky.

The research on goal setting is among the most replicated in organisational psychology. Locke and Latham’s core finding (2006) — that specific, challenging goals produce higher performance than vague or easy ones — has been demonstrated across industries, roles, and cultures. It is not a controversial finding. What is less well understood, and less well […]

Certified Business Psychologist

The ABP

MSc. Occupational Psychology

University of Hertfordshire

Fellow: Institute of Leadership

2022-Present

EMCC

Member

Association for Coaching

Member & Volunteer

ILM Level 7: Executive Coaching & Mentoring

Postgraduate Diploma

ILM Level 7: Coaching Supervision

Postgraduate Qualification