Let’s face it, leading a team when everything feels stable is one thing. But leading in a storm of change is a whole different beast. The ground shifts under your feet, the rules keep changing, and just when you think you’ve got a handle on it, another new thing/change comes along.
If you feel like it’s raining change, know this: you’re not alone. And more importantly, it’s possible not just to survive but to thrive and create an engaged, resilient team along the way.
And I’m not talking pizza parties and “we thrive on change here” slogans and tokenisms.
It’s about leaning into authenticity, clarity, and connection and inspiring your team to do the same. Let’s look at how you can make this happen.
The Myth of the All-Knowing Leader
First, let’s bust a myth: your team doesn’t need you to have all the answers. In fact, pretending to know it all when you’re just as unsure as everyone else can backfire. Studies from Gallup show that 70% of engagement is driven by managers—not because they have all the solutions but because they create an environment where trust and dialogue can thrive.
When you admit you don’t have all the answers but are committed to navigating the uncertainty together, you set the tone for honesty and collaboration. Vulnerability, when balanced with strength, is magnetic.
Reflection: What would change if you viewed leadership not as having answers but as co-creating clarity through chaos?
Anchor in Purpose
When everything is in flux, purpose is your anchor. People want to feel that their work matters, even more so during turbulent times. The key is connecting their day-to-day tasks to a larger mission. Research from Deloitte found that organizations with a strong sense of purpose report 30% higher levels of innovation and 40% higher retention rates.
So, ask yourself:
- What’s the bigger picture here?
- How can I communicate this in a way that lights a fire, not just ticks a box?
Mundane tasks take on new life when tied to something meaningful. And remember, purpose isn’t only for company’s, individuals have one too. What drives them? Engage in conversations to uncover this—it’s worth the time.
“People don’t buy what you do; they buy why you do it.” – Simon Sinek
Master the Art of Communication
When uncertainty is high, silence isn’t golden—it’s deadly. Teams left in the dark will fill the gaps with assumptions, and those assumptions are rarely positive or helpful.
Instead, over-communicate. Be transparent about what you know, what you don’t, and what you’re doing to find answers. Weekly updates, Q&A sessions, and open-door policies aren’t just “nice-to-haves”—they’re essential. And by over communicate I mean you feel like it’s all you’re talking about. You know you can stop when they tell you they’ve heard it all before and they totally understand. Of course, to get to this listening to them is key too. When was the last time you really leaned into what your team was saying—their fears, frustrations, or ideas? As the saying goes, “Listen to understand, not to reply.”
Foster Psychological Safety
Imagine this: You’re in a meeting, and your boss asks for ideas. You have one, but you hesitate. What if it’s stupid? What if they’re already stressed, and this just annoys them? So, you stay silent.
Sound familiar? That’s what happens when psychological safety is missing. Google’s Project Aristotle identified it as the number one factor in high-performing teams. When people feel safe to speak up, admit mistakes, and take risks without fear of ridicule or punishment, magic happens.
To build this:
- Model vulnerability. Share your own challenges and learnings.
- Celebrate failures as learning opportunities.
- Shut down any behaviour that undermines trust.
Here’s a statistic to ponder: Teams with high psychological safety see a 27% improvement in effort and a 76% increase in engagement. (Google)
Empower Autonomy
In times of uncertainty, the instinct can be to tighten control. Resist this urge. Micromanagement sends the message: “I don’t trust you.” And trust is the foundation of engagement.
Instead, focus on empowerment. Give your team the autonomy to make decisions within clear boundaries. This not only lightens your load but also fuels creativity and ownership.
Consider introducing decision-making frameworks like RACI (Responsible, Accountable, Consulted, Informed) to clarify roles and avoid bottlenecks. And don’t forget to acknowledge and celebrate their wins, even the small ones. In fact in times of change and uncertainty, definitely celebrate the small ones. They soon start to add up to something bigger.
Invest in Well-being
Let’s be real: uncertainty is exhausting. It takes a toll on mental health, and burnt-out employees are disengaged employees. Prioritizing well-being isn’t just a nice gesture; it’s a strategic move.
Think beyond fruit baskets and yoga classes. True well-being initiatives address the core of what’s stressing your team. Talk to them to find out what would make the difference, is it flexible working, realistic workloads, or access to curated mental health resources. Giving people what they need makes a world of difference.
A study by Harvard Business Review revealed that employees who feel supported in their well-being are 89% more likely to recommend their organization as a great place to work.
Practical Tip: Start meetings with a quick and authentic check-in: “How’s everyone doing?” It’s simple but powerful. Use your active listening skills to notice what’s really being said.
Create a Culture of Appreciation
Appreciation is a force multiplier. It shifts focus from what’s wrong to what’s working and creates a ripple effect of positivity. According to a study by Glassdoor, 81% of employees say they’re motivated to work harder when their boss shows appreciation.
Make appreciation a daily practice:
- Give specific, sincere praise. “Great work” is not specific, it’s nice to hear but it’s not as powerful as “great contribution in that meeting, loved your idea on X, really sparked some good conversations”. Yes takes longer to say, but the effect lasts longer too.
- Celebrate milestones and achievements.
- Encourage peer-to-peer recognition.
And don’t stop there. Appreciation isn’t just about thanking them; it’s about showing you see them—their effort, growth, and as a person.
Challenge: Who on your team hasn’t been thanked lately? Go and fix that today and notice the difference it makes. Short and long term.
Be a Beacon of Positivity and Realism
In uncertain times, people look to leaders for cues. If you’re panicked, they’ll panic. If you’re calm but honest, they’ll follow suit.
This doesn’t mean slapping on toxic positivity. It’s about finding that balance between realism and hope. Acknowledge the challenges but also highlight opportunities. Share stories of resilience—both from within the team and outside.
Powerful Reminder: Positivity is contagious. So is negativity. Choose which wolf you feed wisely.
Lead with Empathy
Finally, let’s talk about empathy. It’s the glue that holds all the above together. Empathy isn’t just about being nice; it’s about deeply understanding your team’s perspective and responding accordingly.
During times of change, emotions run high. Some will thrive on the challenge; others will struggle with the uncertainty. Your job is to meet them where they are and help them rise.
Empathy in action looks like:
- Checking in on how changes are impacting individuals.
- Adjusting expectations based on their capacity.
- Offering support tailored to their needs.
Bringing It All Together
Creating an engaged team in times of uncertainty isn’t easy, but it is possible. It requires courage, clarity, and a relentless focus on human connection. It’s about being the kind of leader who doesn’t just weather the storm but uses it to grow—and brings their team along for the ride.
Leadership isn’t about perfection. It’s about progress. As you navigate uncertainty, lean into purpose, communicate boldly, and don’t forget to take care of yourself along the way. Because when you lead with authenticity and heart, you unlock the kind of engagement that turns uncertainty into opportunity.
If you want to build a strong, resilient team, check out SPARK