Navigating Uncertainty Together

4 steps businesses can take to fuel connection and performance in times of change.

Written by Deb Urbanik and Elizabeth York - D. Whitney Consulting

We can’t deny it:  We are living in a time of rapid and significant change. And while this change is universal, our reactions to it can sometimes feel personal or even isolating.   Change involves uncertainty, and uncertainty, if left unchecked, can breed unease and distraction in any workplace. Fortunately, uncertainty can also provide a rich opportunity to foster connection with others in a way that enables continued contribution, performance, and growth. 

Coping with Change:  

People react to change in a wide variety of ways. Some become ‘ostriches,’ burying their heads in the sand and trying to pretend that change isn’t happening. These people may feel safer disregarding the disruption, but they lose opportunities to adapt and grow that come from collectively navigating significant change.  

Other people become ‘worriers’ and perseverate on the ‘what-ifs.’ In doing so, they–and, tangentially, their team– suffer from this distraction, which can reduce productivity and heighten tension in the workplace. 

And then there are the realists, who acknowledge change, its impact on colleagues and culture, and grow from it, through contextualizing, connecting,  and collectively navigating.  

Collective Navigation:

Leaders and team members can collectively lean-in to change, navigate it, and even grow from it by applying these 4 practical steps:

1. Acknowledge

Acknowledging the change and sharing important relevant details with employees in a timely manner preempts and diminishes worrying and speculation that can distract and disrupt teams. Resist the urge to say, “It’s business as usual while we work through this.” Instead, try, “I know change can be daunting. I feel it too, and I commit to keeping you informed so we can navigate this together.” Maximize transparency; this honesty increases trust (1).  

It’s also OK to admit that you don’t yet have all of the answers. If there is a great deal of uncertainty, emphasize, ‘We are all in this together,’ and offer regular updates as details solidify.  This willingness to keep staff up-to-date builds their trust and confidence in leadership and reinforces that the company values and empathizes with their employees (2).

2. Contextualize

After acknowledging ‘what’ the change is, contextualize it. Prepare in advance by learning all you can about what has caused this change, how it could impact your team, and how you operate within the organization. Your command of these details will reduce anxiety.   

This is a great time to remind employees of your organization’s Purpose and long-term objectives. A strong sense of purpose acts like a beacon through a storm, reminding employees of the ultimate destination (3). Purpose gives teams something solid to focus on, the why, while the how may be evolving. 

3. Connect

After contextualizing, connect. Regularly touch base with impacted colleagues. Reassure them of their role and value to the organization. Engage them in problem solving by soliciting ideas and input as you navigate the change. Also, encourage team members to talk with and support each other, especially if they seem to be falling into ‘ostrich’ or ‘perseveration’ modes, or starting to self-isolate.  

4. Collectively Navigate

Through an emphasis on connection, businesses can reap the rewards of shared problem-solving and build more practical solutions. Being involved in the navigation of the change builds more engagement and better follow-through in employees. As the business incorporates new practices in response to change, keep two-way communication flowing to maintain this trust, confidence, and engagement (4).

Business cultures that embrace open communication, shared problem-solving, and active listening tend to be more agile problem-solvers. By collectively navigating change and the growing pains that may accompany it, businesses can emerge stronger, more unified, and more resilient on the other side.  

D. Whitney Consulting can help your company navigate changing times. From assessment to design and delivery, we are here to help you create a more engaged, connected, and collaborative workplace. 

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Citations

1. Edmondson, A. C., & Chamorro-Premuzic, T. (2020, October 19). Today’s leaders need vulnerability, not bravado. Harvard Business Review. https://hbr.org/2020/10/todays-leaders-need-vulnerability-not-bravado 

          2. Perkins, K. M. (2024, May 2). Authentic leadership is hard: How to meet the Challenge. Forbes. https://www.forbes.com/sites/kathymillerperkins/2024/04/21/authenticity-in-motion-how-to-be-yourself--while-moving-forward-in-your-career/ 

          3. Gulati, R. (2022, February 17). When employees feel a sense of purpose, companies succeed. Harvard Business Review. https://www.library.hbs.edu/working-knowledge/when-employees-feel-a-sense-of-purpose-companies-succeed

        4. Bala, F. (2025, March 14). What effective leadership looks like in times of change. Forbes. https://www.forbes.com/councils/forbescoachescouncil/2025/03/14/what-effective-leadership-looks-like-in-times-of-change/