Caterpillar Business Psychologists Ltd is led by Kate Williams, an award-winning Chartered Occupational Psychologist and Chartered Coaching Psychologist.
Kate works with senior leaders, teams and organisations to address real leadership and organisational challenges, particularly where complexity, change and pressure are present. She has over 30 years’ experience working with leaders and organisations in the UK and internationally.
Kate founded Caterpillar Business Psychologists Ltd in 1999 and has worked with a wide range of organisations across sectors, including financial services, government, healthcare, education, oil and gas, retail and professional sport. Her clients have included organisations such as Goldman Sachs, Shell, NHS organisations, UK Government departments and the Premier League.
She is known for combining psychological insight with a practical, grounded approach. Her work focuses on helping leaders understand how they think, relate and operate in organisational contexts, and to make meaningful shifts in how they lead and work with others.
Clients describe Kate as thoughtful, insightful and appropriately challenging. She builds trust quickly while maintaining a clear focus on the leadership and organisational issues that matter.
Kate works independently and in collaboration with a trusted network of associates.
Kate works with senior leaders, managers and teams to support development, providing thinking space in complex roles and environments.
Her coaching integrates psychological insight with real organisational experience, helping individuals to think more clearly about themselves, their impact and how they operate within their organisation. The focus is on enabling practical, sustained changes in leadership behaviour.
Kate has coached hundreds of individuals at all management levels supporting them in developing skills, making transitions and achieving career goals.
She has been selected to the coaching panels of several large organisations, including government departments (Senior civil service), The Premier League (Elite performance programmes) Sky (High potential programme), Centrica (High potential programme), Allied Irish Bank (Leadership development), AON (Leadership promotion), MOD (Senior leadership programme). She has worked on multi-national coaching and development projects in Europe, Africa, Asia and the USA.
Case Study - Supporting Transition into a Senior Leadership Role
Context
A senior leader transitioning into a more demanding, high-profile role within a large organisation. The individual had been recently promoted and was experiencing a lack of confidence and uncertainty about their ability to perform at this level.
Approach
Coaching focused on developing greater self-awareness, confidence and understanding of their leadership approach. This included noticing and exploring patterns of thinking, reflecting on past experience and trying out new ways of being. We also addressed stakeholder relationships and an authentic approach to leading a team.
Outcome
Over 6 sessions, the individual developed significantly greater confidence and a strong sense of legitimacy in their role. They established a clear leadership approach and successfully built and led a high-performing team.
Client feedback:
“Kate is an extremely warm person, has a positive outlook and is a realist. There is nothing I didn’t feel I could share with Kate and in doing so, I was able to overcome things that were standing in the way of success. Kate’s real strength was that she was able to look at my life as a whole and didn’t just focus on my career. I found this to be really important, as one impacts the other, which is not something I had really considered before. She is someone that listens intently, challenges your thinking and encourages you to think differently about situations and reflect. I started to feel excited about my new role for the first time, in a very long time. I found the coaching with Kate to be the most valuable thing I have ever done in my career. Kate has helped shape me into a high performing leader, but most importantly, helped me truly believe in myself for the first time in my life.”
Senior Leader, UK plc.
Kate designs and facilitates development for senior teams and Boards, particularly where alignment, relationships or effectiveness need to be strengthened.
Her work focuses on how teams operate in practice. Helping draw attention to how decisions are made, how authority is exercised and how members work together, Kate supports more effective ways of working.
Case Study – Leadership Intervention in a Leaderless Senior Team.
Context
A senior team within NHS Community Health Services had been operating without a formal leader for an extended period. Despite a strong track record of delivery, the team was under increasing pressure, with low morale, unfilled vacancies and limited engagement in strategic decision-making. The team had become increasingly isolated from wider system working.
Approach
Working in collaboration with Rachael Lewis (Envision Consulting), Kate Williams designed and delivered a focused, time-bound intervention to stabilise and strengthen the team’s leadership capability.
The approach involved a series of one-day sessions over four weeks, aimed at:
The work was delivered at pace, combining facilitated development with practical application to live organisational challenges.
Outcome
The intervention led to:
The work was recognised externally, reaching the finals of the Association for Business Psychology Awards (2019) for its innovative application of business psychology in a complex organisational context.
Kate and her colleagues design and deliver bespoke leadership development programmes across all levels of organisations.
Programmes are grounded in applied psychology and combine facilitated learning, reflection and practical application. The focus is on building leadership capability that translates into improved performance in real organisational contexts.
Case Study - System Leadership Development
Context
As part of the Welsh education reform agenda, the National Academy for Educational Leadership Wales commissioned a programme to build system leadership capability across the education sector.
Approach
Kate Williams, working with Sally Evans, designed, delivered and evaluated an 8-month System Leadership Programme for a cohort of 18 education leaders.
The programme combined:
Delivery took place during the pandemic, requiring a shift to predominantly online facilitation. The design incorporated co-creation with stakeholders, enabling broad engagement and relevance across the system.
Kate has also contributed more widely to the Academy’s work, including facilitating team development, leadership skills workshops and presenting Leading Change at the Head Teachers Annual Conference (2023).
Outcome
Participant feedback highlighted the depth of engagement and trust developed:
“The way we were supported into a position of openness and trust has led to the collaboration of leaders across regions and leadership tiers.”
Kate works with organisations preparing for and navigating change, supporting leaders to think clearly about what is required and how to lead effectively in evolving contexts.
Her work focuses on developing capability in real time, creating space for reflection, discussion and challenge, and enabling people and teams to explore new ways of thinking and working. This includes supporting innovation and helping align behaviour with strategic priorities in complex environments.
Case Study 1. Supporting Improvement in a High-Pressure Environment.
Context
An organisation operating in a high-pressure, public-facing, regulated environment required focused support to strengthen leadership team capability, rebuild confidence in the strategic direction and deliver rapid improvement. The leadership team was under significant scrutiny with the need to demonstrate progress while managing operational demands.
Approach
Kate Williams (Caterpillar Business Psychologists), working in collaboration with Sally Evans (Perform & Grow), partnered with senior leaders to design and deliver an intervention.
The work included a combination of small and large group facilitation, focused on:
The programme was designed to work alongside the realities of a demanding environment, ensuring development translated into practical action.
Outcome
The work contributed to:
The client commented:
“Kate and Sally were excellent partners during a particularly challenging time.”
Case Study 2. Strategic Change: Embedding Wellbeing. The work was recognised externally, reaching the finals of the Association for Business Psychology Awards (2023) in the Change Management category.
Context
Commissioned by two Local Authorities, this programme supported 110 schools to implement ‘Embedding a Whole School Approach to Emotional and Mental Wellbeing’.
Approach
Kate Williams worked in collaboration with colleagues to design and deliver a structured programme for school leaders. The programme comprised four one-day modules, focused on building capability in change leadership, project management and emotional and mental wellbeing.
The programme focused not only on knowledge transfer, but on enabling leaders to navigate the practical and relational challenges of implementing change in complex school environments.
Outcome
The programme supported schools to make tangible progress in embedding wellbeing approaches, including:
Kate undertakes leadership assessment for selection and development. She draws on extensive experience in the development and application of psychometric tools, 360 surveys and in-depth interviewing.
Her background as a psychometrician underpins a rigorous, evidence-based approach. She places particular emphasis on the appropriate use and interpretation of assessment methods, ensuring that approaches are valid, reliable and meaningful in practice.
She can work with clients to clarify what effective performance looks like in their specific context, creating clear and meaningful criteria for success.
Her work goes beyond the application of tools in isolation, focusing on careful interpretation and professional judgement to build a clear, nuanced understanding of an individual’s leadership capability, potential and development needs.
Case Study – Independent Assessment for a Strategic C-Suite appointment
Context
Kate Williams Kate Williams was commissioned to undertake an independent assessment process for a newly created senior director role within a well-known organisation undergoing significant change and national attention.
The appointment was considered critical to the organisation’s future direction and reputation, with the successful candidate expected to play a central role in strengthening the organisation’s profile, building strategic relationships and supporting long-term growth.
Working from a brief provided by the CEO and HR Director, the assessment process needed to identify technical capability and experience, and also the personal qualities, leadership behaviours and personal brand required to succeed in a highly visible and politically complex role.
Approach
Kate worked closely with the client to clarify the requirements of the role and define meaningful success criteria.
The assessment process combined:
The final candidates were high-profile individuals, requiring a highly professional, confidential and trusted approach throughout the process.
Particular attention was given to how candidates were likely to operate in relation to visibility, influence, relationship-building and navigating complex stakeholder dynamics.
Kate ensured that the assessment findings were carefully interpreted and translated into balanced, practical insight for decision-making.
Outcome
Feedback and recommendations provided to the CEO included:
The client particularly valued the additional depth of insight provided through the process, including understanding the support and development likely to enable the preferred candidate to be successful in the role.
Following appointment, the successful candidate received developmental feedback and support in shaping an ongoing leadership development plan.
Kate works with senior leaders, managers and teams to support development, providing thinking space in complex roles and environments.
Her coaching integrates psychological insight with real organisational experience, helping individuals to think more clearly about themselves, their impact and how they operate within their organisation. The focus is on enabling practical, sustained changes in leadership behaviour.
Kate has coached hundreds of individuals at all management levels supporting them in developing skills, making transitions and achieving career goals.
She has been selected to the coaching panels of several large organisations, including government departments (Senior civil service), The Premier League (Elite performance programmes) Sky (High potential programme), Centrica (High potential programme), Allied Irish Bank (Leadership development), AON (Leadership promotion), MOD (Senior leadership programme). She has worked on multi-national coaching and development projects in Europe, Africa, Asia and the USA.
Case Study - Supporting Transition into a Senior Leadership Role
Context
A senior leader transitioning into a more demanding, high-profile role within a large organisation. The individual had been recently promoted and was experiencing a lack of confidence and uncertainty about their ability to perform at this level.
Approach
Coaching focused on developing greater self-awareness, confidence and understanding of their leadership approach. This included noticing and exploring patterns of thinking, reflecting on past experience and trying out new ways of being. We also addressed stakeholder relationships and an authentic approach to leading a team.
Outcome
Over 6 sessions, the individual developed significantly greater confidence and a strong sense of legitimacy in their role. They established a clear leadership approach and successfully built and led a high-performing team.
Client feedback:
“Kate is an extremely warm person, has a positive outlook and is a realist. There is nothing I didn’t feel I could share with Kate and in doing so, I was able to overcome things that were standing in the way of success. Kate’s real strength was that she was able to look at my life as a whole and didn’t just focus on my career. I found this to be really important, as one impacts the other, which is not something I had really considered before. She is someone that listens intently, challenges your thinking and encourages you to think differently about situations and reflect. I started to feel excited about my new role for the first time, in a very long time. I found the coaching with Kate to be the most valuable thing I have ever done in my career. Kate has helped shape me into a high performing leader, but most importantly, helped me truly believe in myself for the first time in my life.”
Senior Leader, UK plc.
Kate designs and facilitates development for senior teams and Boards, particularly where alignment, relationships or effectiveness need to be strengthened.
Her work focuses on how teams operate in practice. Helping draw attention to how decisions are made, how authority is exercised and how members work together, Kate supports more effective ways of working.
Case Study – Leadership Intervention in a Leaderless Senior Team.
Context
A senior team within NHS Community Health Services had been operating without a formal leader for an extended period. Despite a strong track record of delivery, the team was under increasing pressure, with low morale, unfilled vacancies and limited engagement in strategic decision-making. The team had become increasingly isolated from wider system working.
Approach
Working in collaboration with Rachael Lewis (Envision Consulting), Kate Williams designed and delivered a focused, time-bound intervention to stabilise and strengthen the team’s leadership capability.
The approach involved a series of one-day sessions over four weeks, aimed at:
The work was delivered at pace, combining facilitated development with practical application to live organisational challenges.
Outcome
The intervention led to:
The work was recognised externally, reaching the finals of the Association for Business Psychology Awards (2019) for its innovative application of business psychology in a complex organisational context.
Kate and her colleagues design and deliver bespoke leadership development programmes across all levels of organisations.
Programmes are grounded in applied psychology and combine facilitated learning, reflection and practical application. The focus is on building leadership capability that translates into improved performance in real organisational contexts.
Case Study - System Leadership Development
Context
As part of the Welsh education reform agenda, the National Academy for Educational Leadership Wales commissioned a programme to build system leadership capability across the education sector.
Approach
Kate Williams, working with Sally Evans, designed, delivered and evaluated an 8-month System Leadership Programme for a cohort of 18 education leaders.
The programme combined:
Delivery took place during the pandemic, requiring a shift to predominantly online facilitation. The design incorporated co-creation with stakeholders, enabling broad engagement and relevance across the system.
Kate has also contributed more widely to the Academy’s work, including facilitating team development, leadership skills workshops and presenting Leading Change at the Head Teachers Annual Conference (2023).
Outcome
Participant feedback highlighted the depth of engagement and trust developed:
“The way we were supported into a position of openness and trust has led to the collaboration of leaders across regions and leadership tiers.”
Kate works with organisations preparing for and navigating change, supporting leaders to think clearly about what is required and how to lead effectively in evolving contexts.
Her work focuses on developing capability in real time, creating space for reflection, discussion and challenge, and enabling people and teams to explore new ways of thinking and working. This includes supporting innovation and helping align behaviour with strategic priorities in complex environments.
Case Study 1. Supporting Improvement in a High-Pressure Environment.
Context
An organisation operating in a high-pressure, public-facing, regulated environment required focused support to strengthen leadership team capability, rebuild confidence in the strategic direction and deliver rapid improvement. The leadership team was under significant scrutiny with the need to demonstrate progress while managing operational demands.
Approach
Kate Williams (Caterpillar Business Psychologists), working in collaboration with Sally Evans (Perform & Grow), partnered with senior leaders to design and deliver an intervention.
The work included a combination of small and large group facilitation, focused on:
The programme was designed to work alongside the realities of a demanding environment, ensuring development translated into practical action.
Outcome
The work contributed to:
The client commented:
“Kate and Sally were excellent partners during a particularly challenging time.”
Case Study 2. Strategic Change: Embedding Wellbeing. The work was recognised externally, reaching the finals of the Association for Business Psychology Awards (2023) in the Change Management category.
Context
Commissioned by two Local Authorities, this programme supported 110 schools to implement ‘Embedding a Whole School Approach to Emotional and Mental Wellbeing’.
Approach
Kate Williams worked in collaboration with colleagues to design and deliver a structured programme for school leaders. The programme comprised four one-day modules, focused on building capability in change leadership, project management and emotional and mental wellbeing.
The programme focused not only on knowledge transfer, but on enabling leaders to navigate the practical and relational challenges of implementing change in complex school environments.
Outcome
The programme supported schools to make tangible progress in embedding wellbeing approaches, including:
Kate undertakes leadership assessment for selection and development. She draws on extensive experience in the development and application of psychometric tools, 360 surveys and in-depth interviewing.
Her background as a psychometrician underpins a rigorous, evidence-based approach. She places particular emphasis on the appropriate use and interpretation of assessment methods, ensuring that approaches are valid, reliable and meaningful in practice.
She can work with clients to clarify what effective performance looks like in their specific context, creating clear and meaningful criteria for success.
Her work goes beyond the application of tools in isolation, focusing on careful interpretation and professional judgement to build a clear, nuanced understanding of an individual’s leadership capability, potential and development needs.
Case Study – Independent Assessment for a Strategic C-Suite appointment
Context
Kate Williams Kate Williams was commissioned to undertake an independent assessment process for a newly created senior director role within a well-known organisation undergoing significant change and national attention.
The appointment was considered critical to the organisation’s future direction and reputation, with the successful candidate expected to play a central role in strengthening the organisation’s profile, building strategic relationships and supporting long-term growth.
Working from a brief provided by the CEO and HR Director, the assessment process needed to identify technical capability and experience, and also the personal qualities, leadership behaviours and personal brand required to succeed in a highly visible and politically complex role.
Approach
Kate worked closely with the client to clarify the requirements of the role and define meaningful success criteria.
The assessment process combined:
The final candidates were high-profile individuals, requiring a highly professional, confidential and trusted approach throughout the process.
Particular attention was given to how candidates were likely to operate in relation to visibility, influence, relationship-building and navigating complex stakeholder dynamics.
Kate ensured that the assessment findings were carefully interpreted and translated into balanced, practical insight for decision-making.
Outcome
Feedback and recommendations provided to the CEO included:
The client particularly valued the additional depth of insight provided through the process, including understanding the support and development likely to enable the preferred candidate to be successful in the role.
Following appointment, the successful candidate received developmental feedback and support in shaping an ongoing leadership development plan.
