CoventryOnline · United KingdomBy arrangement · Internationally
Chotayah Organisations
Depth-psychological consultancy
for leadership teams, family
enterprises, and the systems that
depend on them.
Applied clinical thinking for organisational situations that have resisted
conventional approaches.
— Where the work lives —
Chotayah Organisations works in the space between coaching, HR process, and EAP provision — where the problem is relational, and the stakes are material.
The work is with leadership teams in energy, engineering, construction, financial services, healthcare, professional services, and family enterprises — on the interpersonal dynamics that standard interventions have not resolved. A senior leader whose pattern is affecting retention. A leadership team that lost cohesion after restructuring or a critical incident. A high-value individual who is technically excellent and relationally disruptive. Conflict between senior people that has escalated beyond what internal mediation can hold.
The methodology is the same as the clinical work in the private practice arm — psychoanalytic and psychodynamic thinking applied rigorously, with attention to what is driving the pattern rather than to managing its surface. What changes is the setting. The patterns that show up in a marriage show up in a boardroom in a different costume.
Organisations come when standard
approaches have not shifted what
matters.
Typical presenting situations.
A senior leader's interpersonal patterns are affecting team performance, retention, or safety culture, and coaching has not shifted it.
- A high-value individual is technically excellent but relationally disruptive - creating risk that HR cannot address through standard processes.
Retention data, exit interviews, or grievance patterns point to a systemic interpersonal problem rather than an individual performance issue.
Succession, inheritance, or founder-dynamics issues inside a family enterprise are blocking governance and operational decisions.
A leadership team has lost cohesion after restructuring, merger, a critical incident, or a period of sustained pressure.
- Conflict between senior leaders or within a team has escalated beyond what internal mediation can contain.
Return-to-work or reintegration following burnout, crisis, or disciplinary processes needs clinical-level support.
A senior person is in the middle of something - acute personal crisis, reputational exposure, legal proceedings - that standard EAP provision cannot contain.
Clinical depth and industry
understanding, together.
Executive coaching is effective for developmental challenges. It is not designed for entrenched personality dynamics, trauma-driven leadership patterns, or situations where the interpersonal problem is structural rather than behavioural.
HR-mediated processes operate within governance frameworks that are essential but often cannot address the psychological dynamics underneath the presenting issue.
Employee Assistance Programmes provide valuable short-term support but are rarely used by senior leaders and are not designed for complex relational or team-level interventions.
Chotayah works in the space between these. Clinical-depth assessment and intervention, with the industry understanding to be credible and practical inside high-pressure operational environments.
The patterns that show up in a marriage show up in a boardroom in a different costume.
- HOW CHOTAYAH WORKS -
Four forms of engagement, across individual, team, advisory, and mediation work.
Each engagement is scoped at the outset. Outcomes are agreed and tracked.
I. Individual
Leadership Dynamics Diagnostic
A structured assessment of relational and conflict patterns within a leadership team or around a specific high-value individual.
DURATION
Two to four weeks
DELIVERABLE
Confidential written report with relational systems map
CLOSES WITH
A debrief session with the organisational sponsor
Delivered as a confidential written report with a relational systems map and actionable recommendations, followed by a debrief with the organisational sponsor.
The diagnostic provides clarity on what is actually driving the presenting problem, often revealing dynamics that were not visible through standard assessment. It is designed to inform whether further intervention is needed and what form it should take, without committing the organisation to a longer engagement before that assessment is made.
II. Team
Targeted Leadership Intervention
A focused engagement addressing entrenched interpersonal patterns, typically following a diagnostic.
DURATION
Three to six months Depending on complexity
STRUCTURE
Individual leader sessions plus facilitated team sessions
REPORTING
Structured progress reporting to organisational sponsor
Typically involves a combination of individual sessions with the identified leader or leaders, facilitated team sessions, and structured progress reporting to the organisational sponsor.
Creates measurable, durable change in the specific leadership or team dynamic that is causing organisational harm. Clear outcomes are agreed at the outset and tracked throughout. The engagement concludes with a closing assessment and handover to internal governance.
III. Advisory
Retained Psychological Advisory
Ongoing clinical-grade thinking embedded as infrastructure rather than crisis response.
CADENCE
Monthly or quarterly advisory sessions
ACCESS
On-call availability for escalation
SCOPE
Team health assessments as agreed
Ongoing access for HR directors, Chief People Officers, and leadership teams on people dynamics, conflict escalation, and high-stakes personnel decisions. Provides a standing resource for the complex interpersonal situations that arise unpredictably and require clinical-level thinking.
Positions clinical-grade support as embedded infrastructure rather than a crisis response. Reduces escalation risk and improves the quality of decisions involving complex personnel dynamics.
IV. Mediation
High-Stakes Conflict Mediation
For conflict situations that have escalated beyond standard mediation.
SETTING
Organisational, family-enterprise, and community
APPROACH
Mediation plus psychodynamic understanding
For conflict situations involving personality dynamics, significant power imbalances, entrenched positional conflict, or threat of legal and reputational damage.
Combines accredited mediation practice with psychodynamic understanding of the relational patterns sustaining the conflict. Addresses root dynamics rather than negotiating surface positions. Applied in organisational, family-enterprise, and community settings where the conflict has proved resistant to standard approaches.
Engagements are typically commissioned by
HR directors, Chief People Officers, Operations
Directors, and family-enterprise principals.
Chotayah's industry lens is rooted in a decade of prior experience inside complex operational systems — Schlumberger, Baker Hughes, Siemens, across energy, engineering, and heavy industry. That formation shapes how the consultancy arm is credible and practical inside high-pressure operational environments, not only clinically competent outside them.
Engagements are delivered in-person across the United Kingdom and internationally via secure video, with on-site work by arrangement.
Led JOINTLY by
Chiddie Anyasodo and Ben Anyasodo..
Chiddie brings the clinical depth and the industry formation from a decade inside Schlumberger, Baker Hughes, and Siemens. Ben brings over a decade of applied behavioural research leadership across automotive, UK government, and private consultancy, with deep experience in how complex systems, teams, and individuals interact under pressure. Engagements draw on both capacities, matched to the specific situation.
The consultancy arm is grounded in the same clinical methodology as the private practice, applied inside the operational environments the engineering career taught her to read.
An initial conversation
If the situation has resisted standard approaches.
Whether you are navigating a leadership or organisational dynamic that coaching, HR processes, and EAP provision have not reached, Chotayah is open to an initial conversation. No sales process. A frank, confidential assessment of whether this work is relevant to what you are facing, and what form the engagement might take.
Initial conversations are held in confidence, between the enquiring sponsor and the founder directly. No intermediaries. No pipelines.
Chotayah — "find it" — a specialist psychoanalytic psychotherapy practice with an organisational consultancy arm.
CONTACT
Coventry, United Kingdom
Online / internationally
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