Steady in the Storm: What It Takes to Lead Through the Unknown
Uncertainty is part of life — and work. But lately, it seems to be the backdrop for everything. Leaders are navigating tough decisions in the face of global instability, shifting priorities, and limited clarity. And many are asking a quiet, honest question: How do I lead when I don’t feel steady myself?
It’s tempting to believe that strong leadership means having all the answers. When the world feels unpredictable, many of us instinctively tighten our grip — controlling what we can, avoiding what we can’t, and often reacting without thinking. In our experience, the most effective leaders are the ones who stay grounded in the not-knowing — when they don’t have certainty, when they’re not entirely sure what’s next, when they’re walking their team through the fog instead of clear skies.
What we’ve learned from working with hundreds of leaders is this: leadership in these moments isn’t about fixing the uncertainty. It’s about how you show up in the midst of it, make space for others, stay clear on what matters, and take thoughtful action — one step at a time.
Here are a few ways to do just that:
Speak Plainly: Communicate what you know.
Lead Honestly: Normalize not having all the answers.
Go Together: Create space for dialogue.
Speak Plainly: Communicate what you know
When clarity is scarce, communication matters more than ever. Even a few grounded words can steady a team. You don’t need a perfect script — just a commitment to speak plainly, say what’s known, and name what’s still in motion. Clarity, even in fragments, builds trust.
Ask Yourself
What am I assuming my team knows? What do they actually need to hear from me?
Try this
Share the facts and decisions that are clear:
“Here’s what we know right now.”
Acknowledge what’s still uncertain or unfolding:
“Here’s where we’re still waiting on information and what we’re focusing on in the meantime.”
Let your team know when you expect to have more answers — and commit to sharing updates:
“We expect to have an update by next week and I will share more with you then.”
Lead Honestly: Normalize not having all the answers
Your team doesn’t need certainty — they need honesty. In moments of ambiguity, it’s your calm presence and willingness to stay with the unknown that creates psychological safety. By naming what you don’t know, you invite openness, not fear.
Ask Yourself
What am I afraid will happen if I admit I don’t have the answer yet?
Try This
Use simple, honest language:
“This is something we’re still working through.”
Model curiosity over control:
“Let’s explore what’s possible, even if we don’t have it all figured out.”
Reinforce your commitment to navigate the unknown together:
“We’ll keep moving through this, and I’ll keep you informed as we go.”
Go Together: Create space for dialogue
Uncertainty is easier to carry when it’s shared. When you open space for your team’s questions and concerns, you create a culture of connection, resilience, and deeper trust. You don’t need to have perfect answers. The act of listening — with empathy and intention — is leadership too.
Ask Yourself
When was the last time I invited my team to share how they’re really doing?
Try This
Ask open-ended questions in team meetings:
“What’s feeling clear to you right now? Where are you feeling stuck or unsure?”
Validate what you hear:
“That makes sense. Thanks for sharing it.”
Be responsive, not reactive: follow up on what people share, even if it’s just to say you’re thinking about it:
“I appreciated your idea in our meeting earlier and want you to know I’m giving it thought.”
Move Forward: Focus on small, steady actions
In the fog of uncertainty, the next step is enough. Help your team focus on what’s within reach: a conversation, a check-in, a single decision. Meaningful progress rarely comes in sweeping moves — it comes in steady, thoughtful steps.
Ask Yourself
What’s one thing we can move forward today that helps us feel purposeful?
Try This
Clarify the next right step — no matter how small:
“Let’s figure out what’s next — even if it’s a small step, it still keeps us moving.”
Frame progress in terms of intention, not perfection:
“Even though the way is not clear, we are making progress exactly as intended.”
Celebrate follow-through:
“We said we’d do this, and we did.”
Lead by Example: Model emotional steadiness
People take emotional cues from their leaders, often without realizing it. Your ability to pause, stay aware, and respond with care can shift the tone for everyone around you. It’s not about being unshakable — it’s about showing up with intention. When you lead from a place of awareness and compassion, others feel safer doing the same.
Ask Yourself
How am I managing my own emotional responses right now — and what might my team be picking up from me?
Try This
Pause before responding to stressful news or tough questions:
“I’m going to consider that for a moment before I come back to you with an answer.”
Name what’s true for you, without projecting it onto others:
“What I’m experiencing right now is…”
Stay attuned to the tone you’re setting:
Regulation over reactivity, empathy over urgency, curiosity over control.
Uncertainty isn’t a detour — it’s part of the path. And while it may be uncomfortable, it’s also an opportunity: to build trust, model calm, and lead with heart.
Bridge insight to action — with space to reflect on your leadership, identify what’s working (and what’s not), and refocus your energy where it matters most.
Trying this isn’t easy — especially when you’re in the thick of it.
Reading about grounded leadership and emotional steadiness is one thing. Leading through uncertainty in real time — navigating pushback, holding space, and managing your own reactions — is something else entirely.
If you’re thinking, “Yes, but how?” — you’re in good company. That’s where we come in.
We work with leadership teams to build the real world skills this moment calls for: responding with clarity, leading with emotional awareness, and staying steady under pressure. Our programs integrate the EQ-i 2.0 assessment, 1:1 coaching, and targeted development modules in emotional intelligence and change leadership.
We partner with you to meet the actual, human challenges your leaders are facing — like backlash to change, emotional overload, or rising complexity.