About this episode
Show Notes: [0:00:00] Intro | Timely Topics The Uncertain Edition? Recap on Uncertainty to Action & Unknown-unknowns [0:02:30] How Do You Lead & Navigate Through Change? Acknowledging the different types and areas of uncertainty in your business: 1) The uncertainty you may feel as an owner/manager. 2) The uncertainty that your team might feel from lack of clarity and/or communication. "How do you handle the uncertainty you feel, and how much of that do you share with the team?" "How do you ensure the team has the clarity they need?" Living with chronic uncertainty can negatively impact anyone, literally rewiring our brains. This kind of stress will change the way a person thinks. When you convey your own uncertainty, you have to prevent simply piling on and multiplying fear. Transparency is always something to aim for, but some uncertainty is better held amongst the leadership. But this is usually a very small list of things. Assume the best from all parties involved. Transparency regarding uncertainty is always a balance. Maybe don't impulsively share uncertainty. Ruminate and consider it the unknown before sharing. Your team will see how leadership responds to uncertainty and typically emulate that. [0:09:06] You want an organization and culture where others can voice their uncertainty without repercussion or criticism. Even as a leader, you may think you see everything...but you don't. Ensure your culture is an open one. Survey your team to determine where their uncertainties are. Ask the question. Adoption of change looks different for everyone. Don't underestimate the impact of change on your team. "People don't struggle with the change, they struggle with the transition." "With all transition, there has to be a time to mourn the loss. That's what people struggle with." "Organizations don't always give the appropriate time for our teams to mourn and truly transition, that's why people fear change." "You as a leader have often had the time to process, whereas your team is just hit with one thing after the other in a transition." Listen to the feedback for uncertainty that you may have created in announcing change or transition. Always do your best to address the why. Allow your team to have input in how their day-to-day may change. When we have input, we're more likely to be okay and internalize it. See the change from your team's perspective. Intentional empathy can work wonders for your organization. Have your culture and values in
