13 Power Tips for Leading Through Uncertainty
It’s certain that we live in uncertain times.
13 Power Tips for Leading through Uncertainty:
- Pull with – not against, higher ups. Grab the rope and pull, even if you disagree. Everyone who pulls in their own direction dilutes potential success. If you can’t pull with, jump ship, now.
- Aim to make a positive difference. Don’t simply survive. Survival doesn’t inspire.
- Listen and agree with expressions of fear. People feel minimized when you minimize their feelings. Affirm don’t correct. Ask, “What makes you feel that way?”
- Schedule a “hard truth” meeting to explore worst case scenarios, fears, doubts, and what if’s. The sole purpose is honest expression without solutions. Paint black pictures. Prevent anyone from minimizing or solving anything. Honor and respect pain and fear. You look like a fool when you ignore the obvious. End “hard truth” meetings with power tip #5.
- Schedule “tough solutions” meetings.
- Break challenges and problems into small pieces. Ask, “Can we fix this?” When you find something you can fix, ask, “What can we do?”
- Develop imperfect solutions. The search for perfect solutions creates uncertainty.
- Learn as you go.
- Celebrate small wins. Enjoy how far you’ve come. Momentarily forget how far you must go.
- Focus on things within your power. Uncertainty focuses on factors outside your control; decisions made by others, economic downturns, or regulatory fiascos, for example.
- Focus on positive behaviors and less on speculations. Uncertainty always causes speculation. Repeatedly ask, “What can we do.” But remember to embrace power tip #1, first.
- Speak hard truths optimistically. Express highest points of confidence. “I’m not sure how this turns out but I’m giving it my best.” Pretending everything’s ok doesn’t instill confidence in those who know it’s not.
- Connect with others who faced similar uncertainties and challenges.
Bonus: Remain emotionally steady.
This topic was suggested on the Leadership Freak Facebook page.
Which power tips are most difficult and why?
What power tips can you add to the list?
Danny, I think the first few are the most difficult for people. It takes a certain mindset and confidence in yourself and the leader to pull with them when you don’t completely agree. It is a dilution all factor for everyone concern when you’re not plying for the same wins or aiming at the same goals. And that dimension filters down through the whole organization. Then, no one makes progress.
Sorry, don’t know why my iPad called you Danny, Dan. 🙂
Thanks Martina. I put the hard one at the top of the list. BTW, my legal name is Danny. 🙂
One of your best columns ever, Dan! Essential advice especially for anyone in the dark doubt phase of the hero’s journey of Joseph Campbell (what Seth Godin calls The Dip). Thanks for sharing your wisdom.
Thank you Joe. I feel like I’m always on the dark doubt side of things. could you turn on a light, please?
Leadership freak is awesome
Thanks I’ll frame this comment! 🙂
In times of uncertainty the power of adaptability is key.
adapt to the fact that there “needs” to be adaptability
adapt to the fact that “understanding” of the change is required
adapt to the fact that “making” adaptations is key in times of uncertainty.
Thank you Lolly.
Love it. Change when times change.
I tend to be bull headed and keep pressing in the same direction…thanks for the add.
Cheers
I feel #4 is most difficult.
Most people are dominated by fear and in meetings just say what they think people want to hear, just to get along and get the meeting over with so they can go check their facebook account.
Oh how lovely it would be if people were as honest in the meetings after the meeting then the real problems would have a much better chance of getting solved.
I would add the most important tip(my opinion). WHY!!!!!!!!!!!!! You get that why big enough and the how takes care of itself.
Scott OUT!
Thank you Scott. My toughest part of #4 is letting the problems sit for a bit. I want to fix stuff. But, I fear quick fixes aren’t effective over the long haul.
I wonder if people would open up if leadership opens up?
Thanks for adding the Why question. Purpose invites us to go all in.
cheers
Dear Dan,
” Focus on positive behaviour and less on speculations” is powerful point. Uncertainty always causes speculations is even more powerful. I would add one more- speculation causes frustration and frustration leads inaction or bad actions. I agree, we should try to show positive behaviour and expect less.I always believe think of knowing my potential – what can I do? and this actually propels me. It energizes me and show the various options. So, I believe there are two things that can help leaders to lead through uncertainty. They are options and backup plan. Every leader should be many option to reach at goal, or action or to face various situations etc. This will help leaders to take measures that fits or fails according to the situations and contexts. Backup plan is the greater strategy to deal in the crisis or odd circumstances effectively and positively.
I believe speculation is the most difficult power tips that every leader need to avoid. And the best power tip is nothing but effort, effort and effort. This effort should be with positive note, optimistic hope and multidimensional effect.
Thank you Ajay. I see the point that frustration leads to inaction – just giving up or bad action. Self-destructive or self-sabotage are two expressions of the bad action that frustration can cause if we aren’t careful. Thanks for the great add. Cheers
I’d have to give number 12 a vote for most challenging. I often tried to speak the truth out of my position of authority. I would try to speak hard truths to people not ready to hear it from me. I hadn’t yet built a bridge strong enough to bear the weight of truth. It takes time…and I’m a rush-to-the-finish-and-on-to-the-next-thing kind of guy.
For my younger leaders. They try to lead by not taking conversation the last 10%. They speak the truth, just not all of it. They will leave a meeting or team evaluation with the last thing not said. Partly because they hadn’t yet built the bridge and also out of fear. Speaking the truth is a tough one.
Thank you Eric. Your first paragraph opened a whole line of thought on preparing people to hear tough truths. Great stuff. Of course, hearing how they feel is important. Perhaps we need a training course titled, “How to hear tough truths”?
I also feel the tendency to buffer or soften the truth like you mention in your second paragraph. You’ve pointed out two challenging ideas. Just pointing them out helps me feel better prepared to deal with them.
Cheers
I agree wholeheartedly with the idea of training people how to hear.
In my staff training for summer staff. We actually do two back to back sessions on clear communication. Sharing Truth is first. Hearing Truth is second. We started this because I believe much emphasis is often put on a leaders responsibility in communication. It’s one of them there “two way street” kind of things.
Again, you delivered another fantastic post. I’m curious, how long have you been blogging?
Thanks again for your contribution.
I’ve been blogging since January, 2010. Thanks for asking.
Hi Dan,
I love number 7. I feel like leaders often struggle for a big perfect solution and get stuck in analysis paralysis. Better to do something and see how it works than do nothing and stay stuck. The biggest obstacle to navigating through tough times is usually our own fear and self doubt.
Katy
Thank you Katy. Great seeing you.
#7 used to be my worst quality. I still over think but at least I know it. What’s worse than an over thinker who doesn’t know they over think.
Cheers
Love this post. My favorite story about leading in uncertainty comes from the Biblical Men of Isaachar, who understood the times and knew what to do.
I’m inspired by your “just do it” attitude implied in many of these points. Lack of action only increases uncertainty!
Thank you Justin.
“Lack of action only increases uncertainty!” KaChing! I love a clear powerful sentence.
“Listen and agree with expressions of fear. People feel minimized when you minimize their feelings. Affirm don’t correct. Ask, “What makes you feel that way?”” Indeed.
Thank you Red.
I have to shut down my “fixer” in order to just listen. 🙂
I have the gift of gab and just have to tell myself to just let this person ‘be’ for a minute. They deserve it. Great advise.
#7 and #9 really resonate with me. I’d add to #7 that moving forward lifts morale. There’s nothing less inspiring as doing nothing as one waits for leadership to come up with the perfect solution (which never comes). All that is lost is time and morale.
Thank you rwynne.
Just yesterday I completed some invoicing I’d been putting off because I absolutely hate it. Actually, all I needed to do was send info to my accountant/wife. It feels good and energizes for more forward steps.
Wow, there’s a hard truth…your wife is your accountant!! 😉
Yup, she’s a CPA and Quickbooks Pro. Scary!
Would that we could, with a wave of Ben Kenobi’s hand, “say those are not the uncertainties you need to be looking at… ”
Feels like there may be a distinction sequence with uncertainty and hard truths.. Charting through uncertain waters is the constant. The hard truths may be potential icebergs that are now massing because you left at the wrong time, or wrong place, or had the wrong type of ship. (But we will have enough ice for the drinks!)
I am with Scott, #4, hard truth meeting is very difficult, needs much advance planning, framing, and post-meeting follow up to be effectively addressed. Because there is a tendency for many to be conflict avoidant, hard truths do produce conflict, When people have put their passion and much heart into a project, yet for whatever reason, the return is not there, one does have to dig in and work through the negative ‘what ifs’. There is palpable pain and can be tears too. While a sucky part of the job, that is a leadership accountability and obligation.
Pairing 7 and 8, demand imperfect solutions to learn from. Because mistakes are going to happen (another constant?), own that and identify quick options to fix. Probably doesn’t take a series of planning meetings to talk about the water leaking into the bilge.
About the only other addition I can think of, again with 7, 8 & a bit of 9, nurture your good humours constantly. Keep your sense of humor. Laugh (and learn) at your mistakes. Celebrate, with humor, successes and failures.
Thank you Doc.
Totally useful distinction between uncertainty and hard truths! Powerful.
I wanted to add the good humor idea but ran out of words. Plus, good humor when people are hurting due to uncertainty can seem cold or uncaring.
Having said all that, I’m totally in.. keep smiling,even laughing. Why not?
Cheers
Definitely agree…timing is very important…
Number 2 – “Aim to make a positive difference. Don’t simply survive. Survival doesn’t inspire” is something I feel our management does all the time, which then leads the workers to also take on the same work ethic. Get through the day without complaining and hope to keep one’s job.
Thank you Mary.
YOu’ve captured the attitude of many in today’s business word. Not very inspiring is it. Then we turn around and complain because the workforce seems so unmotivated… Well Duh!
You stirred my pot.
Hey there. Just posted my first ever blog today and browsing around looking for inspiration. I love 11 – ‘Uncertainty causes speculations’ which causes fuzzy thinking and confusion. Confusion then causes doubt which can be one of the biggest killers in an organization.
Thank you tenleadersleaping and best wishes with your new adventure.
Liked #1. Its something most people don’t do or even think about. I can tell everyone, from experience, if you are reaching out to help push others up, there will be someone reaching out to pull you up. Its pretty much a secret. Great advice Dan.
Thank you Stephenreno.
I think its one of the hard ones too. Love the idea that if you are pushing others up they are reaching down to pull you up.
Cheers
Great timing for this insight! My story relates to your first 2 points. Within my organization we are currently going through some significant restructuring which obviously leads to fear and uncertainty. Many of my peers and friends have either been forced out or moved to different jobs. In the early stages of the change process I found myself very frustrated, mostly due to lack of vision and not being sure what my future role would be. What is helping me through this process is identifying with the late Stephen Covey’s circle of influence. I found myself too focused on the circle of concern, essentially shrinking my circle of influence and control Once I identified what was happening, I was able to set some goals and create a plan as to how “I” can shrink the area of concern and grow my area of influence and control. This change in my thinking has significantly decreased my stress and by reaching out to others and offering assistance in other areas I have broadened my network as well as demonstrated the value I can add. Thanks for reinforcing the importance of focusing on being positive and making sure you continue to add value to the organization.
Thank you Kevin.
What a powerful and illuminating story. YOu illustrate one of leadership’s key qualities – Learn and adapt.
Best wishes as you navigate uncertain times.
Cheers