"Start with a "yes, and" mindset. Acknowledge the bad first: Yes, the business is struggling. Then follow it up with the good: And yes, we're making progress where we can. This approach both respects their struggle and reinforces their impact. It's being able to balance gloom with good: You must highlight what's working without creating a false sense of security with clichés like "We've got this.""
"Uncertainty breeds anxiety, and your team will often imagine the worst unless you create space for honest dialogue. Simply asking, "Any questions?" won't cut it; it usually produces silence because people fear judgment or repercussions. On top of that, your people are smart and can probably guess the truth before it's told in a scripted all-hands meeting. So, lean into your team's curiosity to ease their discomfort about things like layoffs and how bad things really are."
Effective leadership during uncertainty centers on clarity, care, and trust. Leaders should acknowledge challenges candidly and also highlight areas of progress to respect concern while reinforcing impact. Avoid dismissive clichés that create false security. Create safe spaces for honest dialogue by asking open-ended, empathetic questions that normalize concern, such as "What's on your mind about these changes?" and "How is this uncertainty affecting your priorities or workload?" Recognize that silence often signals fear rather than comfort and follow up privately with trusted team members to listen and ease anxiety about layoffs and change.
Read at Fast Company
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