Instill resilience and adaptability in your team by fostering open communication, providing support and resources, encouraging a growth mindset, and leading by example

Resilience isn't about enduring change - it's about learning to thrive in it. In times of uncertainty, I focus on transforming team energy from anxiety about what might happen to confidence in our ability to handle whatever does happen. This means celebrating adaptability as a skill, not just a necessity. By breaking down past successes to highlight the adaptive decisions that led to them, we create a playbook of resilience. The key is shifting focus from the unpredictability of circumstances to the reliability of our collective problem-solving capabilities.

This question places the focus on followers, but the responsibility to address uncertainty lies with leaders. Uncertainty is the only thing we have for certain, and leaders must provide clarity to their teams regarding the direction forward. Simply put, leaders can reduce uncertainty by: - creating a vision of future state that provides direction and purpose - leadership commitment to model the desired behaviours and support and reinforce change. - Allocate human, financial, and material assets. - Develop required competencies through training, coaching, or hiring. - Create a roadmap with steps, timelines, and responsibilities to guide the change process. I just described the VCRSP framework. It is simple and extremely effective.

In uncertain times, I foster resilience by prioritizing open communication through regular check-ins, allowing team members to voice concerns and share ideas. I also equip the team with targeted training and resources to enhance adaptability. By modeling a calm and flexible approach, I encourage them to stay positive and proactive as we navigate challenges together.

While open communication is the apparent focus during times of uncertainty, it's essential to understand what to prioritize as a leader. I believe in the power of listening in fast-paced change and unpredictability periods. I would gather the team and facilitate a "heart talk" exercise, allowing them to share how they feel, what they fear openly, and any potential concerns they have—before I even begin communicating. Humans need to be heard, and when they have the space to express themselves, they create room within to listen, adapt to change, and embrace it. By prioritizing empathetic listening, I can instill resilience and adaptability in my team, enabling them to navigate uncertainty more effectively.