Anna Tayler

Background

About Anna Tayler

for individuals and organizations alike. It takes emotional effort to let go of the familiar and embrace the unknown. For individuals, it might mean challenging beliefs or stepping out of a comfort zone. For organizations, it involves navigating resistance, competing priorities, and aligning perspectives. Humans often see “different” as risky, making change feel overwhelming. ’. As a coach and Organizational Development Specialist, my background in psychology equips me to support individuals and systems in navigating change with purpose and resilience. I focus on leveraging strengths and amplifying what’s already working to drive meaningful outcomes at both personal and organizational levels. With 10+ years of experience consulting across industries, I’ve designed and delivered transformational programs that address the complexities of change—whether enhancing workplace wellbeing, shaping intentional cultures, or developing leadership capabilities. Do you ever feel like this? • You say "yes" too often, at the expense of your own wellbeing. • You’re afraid to ask for help, worried it might seem like weakness. • You believe your productivity determines your worth. • You doubt yourself, fearing you’ll be “found out.” You’re not alone. Breaking free from these patterns can feel overwhelming, but it’s possible. As a Burnout and Confidence Coach, I help high-achieving, self-critical women overcome these challenges. Together, we work to: • Silence your inner critic. • Set boundaries without guilt. • Build habits aligned with your values. Individuals are part of larger systems—teams, organizations, families, and communities. Positive change in individuals creates ripple effects that transform these systems, which is why I work with organizations through DISCO. DISCO partners with organizations to drive future-focused transformation for your people, teams, and culture. My work focuses on: • Low engagement and burnout: Disconnected teams struggling to stay motivated. • Leadership development: Leaders needing tools to address psychosocial risks, foster trust, and lead authentically. • Resistance to change: Difficulty embedding wellbeing into organizational culture: • Design wellbeing strategies aligned with organizational goals. • Coach leaders to create psychologically safe environments. • Facilitate culture change that empowers teams to thrive.