Leading Through Times of Uncertainty: 3 Attributes of Effective Leaders

2024 has been a year of uncertainty. We’ve experienced uncertainty in the economy. In the global marketplace. In industries heavily impacted by the explosive growth of generative AI. We’ve faced it everywhere we’ve turned.

In challenging times like these, even the most seasoned business leaders can find themselves wrestling with the ambiguity. But your past successes prove your ability to navigate challenges. You can continue to be successful when you draw on key attributes of executives who thrive in uncertainty.

Adaptability

Adaptability is significant in the face of uncertainty because companies that can respond quickly to changes better position themselves for long-term success.

Think back to the 2020 pandemic. Things happened so fast when the virus started making its way around the world. Countries closed their borders. Travel slowed to a crawl. Cities seemed like ghost towns when everyone hunkered down at home.

And the companies that survived are those that pivoted quickly. For some that was easier than others because of mandatory shutdowns, of course. But remember the manufacturers who quickly shifted to making personal protective equipment (PPE) and the restaurants who found a way to serve customers in a take-out-only capacity?

They adapted fast. And for many, those decisions kept them in business.

When faced with uncertainty, executives can maintain adaptability by:

• Adopting a growth mindset – Originally coined by Stanford psychologist Carol Dweck, the term “growth mindset” has to do with what you believe about your ability to be successful. When executives adopt a mindset of success no matter the odds, they’re more likely to find a way to adapt when facing uncertainty.
  
• Developing cross-functional teams – Another strategy for adaptability is building cross- functional collaboration within your team. For example, to improve customer service, your marketing team may adjust messaging using customer insights gained through surveys, feedback, and client interactions with other team members.
  
  At the same time, account managers can partner with the marketing team to optimize the onboarding processes, align service delivery with the clients’ expectations, and offer tailored solutions whenever possible. This collaborative approach enhances client satisfaction. It also strengthens the client relationship and drives long-term success.

Transparent & Empathetic Communication

Transparency and empathy have grown to matter more in 2024 than ever. Why are they so significant? It’s largely because of the rampant uncertainty we’ve already mentioned.

Employees are looking for trust and clarity from their employers. Transparent and empathetic communication contribute to that trust, encouraging stronger connections and a resilient organization.

How can you and your leadership team be transparent and empathetic in communication?

• Openly share company information – Provide clear, honest updates so your team members stay well informed. Help them understand the reason behind decisions you make. Address their concerns in a timely manner.
  
• Listen actively – Active listening is about being genuinely concerned with your team’s needs. It’s giving thoughtful responses rather than dismissing an employee’s concerns. It’s valuing the perspectives of your team.
  
• Acknowledge emotions – It can be easy to brush aside what others are feeling, especially when you’re confident the company will come through a challenge just fine. But it’s crucial to acknowledge when a team member expresses that a situation is scary, uncertain, or stressful.
  
• Admit mistakes – Leaders can easily make the mistake of hiding their own missteps. But transparency — even about errors — can encourage a culture of openness and trust. That, in turn, can contribute to a positive work culture.

Vision

There’s an ancient proverb that says, “Where there is no vision, the people perish.” We could also say, without vision, companies cannot succeed.

One of my favorite influencers is Bob Burg, co-author of the international best seller “The Go-Giver.” He talks about how to get your team to buy into your vision.

“If you want people to commit to your vision and to your leadership, you must commit to them as human beings, not as cogs on the way to you accomplishing your goal. You must help them grow. You must give leadership.” – Bob Burg

It’s a two-way street.

Commit to leading your team with a vision of where you want to take them. Take care of them along the way, and they’re more likely to go all in with you.

In addition to committing to give leadership, also:

• Reaffirm the company’s core values so they guide decisions – When your team understands the core values directing your decisions, they can more confidently trust those choices. The consistency in decision-making brings a sense of purpose.
  
• Keep the vision in front of the team – When team members understand your long-term vision and see how their roles contribute to it, they’re more likely to stay engaged and committed. When you support them along the way, you inspire greater buy-in and collaboration toward achieving the vision.

Navigating uncertainty demands adaptability, transparent and empathetic communication, and vision. When you embrace these qualities as you lead your company, you’ll not only weather the challenges you’re facing but also transform them into growth.

As we close out 2024 and begin looking ahead to 2025, do you need additional support navigating uncertainty and planning for the future?

If so, reach out to Growth Academy Coaching & Training. We can help you develop a clear, actionable plan for moving forward!