Leading Through Uncertainty

While life has never been completely predictable, there was a time when the world felt more stable.

Uncertainty was the exception, not the norm.

I remember my parents having what we used to call "jobs for life". Career paths were often linear, and people stayed in the same organisation for decades.

Change was slower, and there was a stronger sense of permanence and security.

Today, that kind of stability feels almost nostalgic. Career journeys are far more fluid, industries are constantly evolving, and organisations must adapt faster than ever. Neither era is better or worse - just different. But it’s clear we’re living in a more uncertain world.

Why Uncertainty Affects Everyone

We’re surrounded by uncertainty: economic shifts, political unrest, rapid technological change, and constant organisational restructuring. And it can feel overwhelming, not just for employees, but for leaders too.

Yet it’s often leaders who are expected to provide clarity. People look to them for guidance and reassurance, even when they themselves feel unsure.

During my time as a CEO at the start of the pandemic, I was constantly asked:

• “When can we go back into the office?”

• “How long will this last?”

• “Will the government extend the furlough scheme?”

  
  

They were important questions, asked with real concern. But I didn’t have the answers. No one did.

What I learned, though, was this: even if you can’t offer certainty, you can offer calm, honesty, and empathy. How you respond matters just as much as what you say.

You Don’t Need All the Answers to Lead Well

Leading through uncertainty isn’t about having a perfect plan. It’s about showing up - being visible, listening actively, and leading with humanity.

People don’t expect you to predict the future. But they do want to feel informed, valued, and safe.

Uncertainty isn’t always global. For many people, the biggest uncertainty is close to home - inside their own organisation. Whether it’s a restructure, new leadership, or potential redundancies, these moments carry emotional weight. Employees may feel anxious, disengaged, or mistrustful.

As HR professionals and leaders, we have a responsibility to lead through change with honesty, care, and compassion - even when the news is difficult to share.

How to Lead Through Uncertainty: 5 Practical Ways

1. Communicate often, even when there’s little to say

Silence breeds fear. When people don’t know what’s happening, they often assume the worst. Regular updates, even if they’re brief, can provide much-needed reassurance.

If you're waiting for more information yourself, be honest. A simple “we don’t have an update yet, but we’re committed to keeping you informed” goes a long way. Keep internal documents like FAQs live and updated to reflect the questions being asked.

2. Be visible and available

Leadership visibility isn’t about performance - it’s about presence. Check in, ask how people are feeling, and be open to difficult conversations. A quick, sincere “how are you doing?” can mean more than a dozen formal updates.

How people are treated during tough times will shape their long-term trust in leadership.

3. Support your managers, they’re navigating it too

Line managers are often the first point of contact for concerned staff. They’re managing emotional conversations, sometimes without feeling equipped themselves.

Make sure they’re not left to figure things out alone. Provide clear messaging, safe spaces to ask questions, and permission to say “I’m not sure, but I’ll find out.” Give them tools and talking points so they feel confident and supported.

4. Reinforce what’s not changing

In times of change, people need something to hold on to. Highlight what remains consistent - your organisation’s values, your commitment to wellbeing, and your team culture. Reminding people of these anchors can provide much-needed stability.

5. Be transparent about the process, not just the outcome

You may not be able to share every detail, but you can explain how decisions are being made, who is involved, and what the timeline looks like. People are more likely to trust a fair, clear process than a polished end result.

Conclusion: What Great Leadership Looks Like in Uncertain Times

Whether facing global disruption or internal change, strong leadership in uncertainty doesn’t require all the answers. It calls for clarity, consistency, and compassion.

People will remember how you made them feel when things were difficult - not how perfectly you handled every decision. By showing up with credibility and care, you can help others feel steady, even when the ground is shifting.

That’s the kind of leadership that earns trust, builds resilience, and creates a foundation for whatever comes next.

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