One day, we’re going to look back at right now – like, right now, as you’re reading this – and say, whoa, that was WILD. A living case study of chaos. A time when every norm we knew about work got tossed in the air like confetti, and we had no choice but to catch what mattered and let the rest fall. So, what are we learning? And more importantly, what will we do differently next time?
Because let’s be real: people are tired. The endless pivots. The restructures. The upending AI integrations. The war on DEI&J. The “we’re adjusting to market conditions” emails that really mean “brace yourselves.” And yet, here you are, still showing up, still leading your team through the madness. This is when we say f*** it to convention. We don’t just survive change; we rewrite how modern teams today work in the middle of it.
Certainty is gone. So let’s build something better.
If your team is waiting for stability to return, they’ll be…waiting forever. So instead of selling a false sense of security, let’s create something more useful: clarity, momentum, and trust.
So let’s get to it. Here are the unexpected, creative ways to how to lead through uncertainty – not just by managing chaos, but reshaping your team’s culture for the better.
1. Hold a “Lighthouse Meeting” when the fog rolls in
When change happens, don’t just move on. Process it, together. If you don’t create space for uncertainty, it will show up anyway – in checking out, in Slack venting, in a slow erosion of trust. Every time a big shift happens (new leadership, a reorg, layoffs, policy changes), hold a 30-minute Lighthouse Meeting. The framing:
“The Lighthouse Meeting is our chance to talk through the fog rolling in – what’s shifting, what’s unclear, and what we can still navigate together.”
The rules:
✅ No corporate-speak. No pretending.
✅ Everyone shares their 30-second gut reaction. Yes, even frustration.
✅ End with: “What’s in our control? What’s our next mini-step?”
2. Tap the “No-Bullshit” translator
Official comms from leadership tend to be…dense. Vague. Sometimes pretty useless.
Assign a rotating team member to be the “No-Bullshit Translator” for each major announcement. The job? Read the email, memo, or deck and give a plain-language, real-world translation in Slack. Because if people don’t understand, they don’t trust. This keeps the team informed (maybe even amused?!) while making org-wide messaging feel less cryptic. For example:
- Official Memo: “Given macroeconomic conditions, we are making strategic pivots to align resources.”
- No-BS Translation: “They’re cutting costs. It might hit us. Let’s talk Friday in team status about how to prep.”
3. Swap “status updates” for “micro wins”
In uncertain times, people feel like they’re failing, even when they’re not. Highlight progress constantly. Seriously, more than you think necessary. Small wins keep people moving forward. Instead of generic status updates, ask:
- “What’s a tiny win this week?” (Even if it’s just “I didn’t lose my mind in that meeting.”)
- “What’s one thing that worked today?”
- “What’s a #fail that taught us something useful?”
- Create a #MicroWins Slack thread or make it part of your weekly check-in.
4. Build a “manager OS” for yourself
Managers are often the umbrella for their team’s storm. What’s your weather radar? When everything is changing, YOU need an internal system to create certainty for yourself. We often underestimate this but your is team watching how YOU navigate change. When you have a solid foundation, they’ll feel more steady to do the same for themselves, too.
Try this: Write down your leadership “defaults.” If everything else is shifting, what won’t change about how you lead? Push yourself to think beyond your own executive leader’s blueprint to consider what feels genuine to you. Here’s a template:
No matter what happens, I will always…
- Hold weekly 1:1s, even if it’s just a quick check-in.
- Be honest, even if I don’t have answers.
- Make decisions based on values, not just pressure.
- Give my team structured space to vent or process.
- Protect time for rest & deep work, even in chaos.
5. Make “uncertainty check-ins” a ritual
Instead of waiting for people to burn out, bake uncertainty check-ins into your agendas. Make it a Slack thread, a 1:1 ritual, or a Friday team huddle. The goal isn’t to “fix” everything – it’s to normalize naming uncertainty so it doesn’t feel so paralyzing. At the end of each weekly 1-1 or recurring project status, ask:
- What feels clear? What still feels foggy?
- What’s one thing that would help you feel more grounded next week?
- What’s something we can control in the middle of all this?
Bottom line: lead like a human, not a robot
Change is relentless. But your goal isn’t to prevent or protect from chaos; it’s about making sure your team feels steady, seen, and supported as they navigate it.
So instead of chasing the illusion of certainty, try this:
✅ Give people clarity, even if it’s just “I don’t know yet.”
✅ Create new, steady team rhythms that anchor people.
✅ Make work feel human when the bigger system feels mechanical.
What’s one new ritual you can try this week? Your team doesn’t need perfection. They just need to know they have something solid, and that starts with you.
Ready for a more modern approach to change management?
Whether you’ve been handed a curveball or proactively planning a strategic shift, my New Manager program is designed to help you lead change with confidence, clarity, and impact. Let’s talk about how to create clarity from the chaos. Book a Discovery Call Here.
