Leading Through the Unknown: Questions to Steady Yourself and Your Team
Many of us today feel like we’re standing in a doorway between the past and an unclear future. Our familiar ways of working, connecting, and leading have been challenged by events we couldn’t have anticipated. Economic upheavals, geopolitical shifts, rapid technological changes, and an ongoing reevaluation of work have left us between what was and is yet to come. For leaders, this period of profound uncertainty is known as a “liminal” experience—a phase of transition that doesn’t yet point to a clear destination but urges us to rethink our paths.
In liminal times, leadership takes on new meaning; it’s about guiding teams through the unknown, anchored by core values and renewed purpose. To lead effectively now is to be both practical and reflective, grounded yet open to change. We can offer our teams the resilience they need to adapt and thrive by asking the right questions, even when the way forward is unclear.
Core Framework for Leading Through Liminal Times
In moments like these, leaders don’t need all the answers; instead, they need clarity about what matters most. Here are three guiding questions that can help you, as a leader, create stability and inspire confidence within your team.
1. What Do We Value?
Liminal times are disorienting but offer a rare opportunity to step back and reflect on what we truly value. It’s a moment to ask ourselves:
- What, in all this turbulence, do we want to protect?
- Which beliefs are non-negotiable, and where can we adapt?
Values are often most evident in disruption; they become the guardrails that keep us from feeling lost. Take, for instance, a leader unsettled by divisive perspectives within her team. Rather than suppress these tensions, she recognizes them as signals of what her people care deeply about. By exploring these emotions, she can affirm the organization’s core values while recognizing the need to create space for diverse views and respectful dialogue.
Leaders can use moments of discomfort as invitations to clarify and strengthen their values. These values become the foundation to build a resilient culture that doesn’t just survive change but finds meaning in it.
2. Where Do We Stand?
It’s tempting to rush into action during uncertainty, to “do something” that feels productive. But in liminal times, reflection is not a luxury; it’s essential. Before moving forward, leaders need to understand where they—and their organizations—stand.
Consider asking:
- What is our core purpose in this moment of change?
- How can we stay true to this purpose, even as we adapt?
We create a shared sense of stability that extends to the entire organization by taking stock of where we stand. In moments when external forces feel overpowered, reaffirming purpose reminds us—and our teams—of what’s within our control.
3. How Can We Move Ahead?
Periods of transition often come with feelings of cynicism or helplessness. People may begin to feel that their actions would make a difference, leading them to withdraw or lose motivation. However, liminal times can also be opportunities for growth and transformation if approached with intention.
Ask yourself and your team:
- How can we support each other in taking small, meaningful steps forward?
- What outdated assumptions are we ready to let go of?
In liminal times, leadership is about offering direction without needing to dictate every step. By providing the framework within which your team can experiment and adapt, you empower them to move forward, even if the destination is unclear.
Practical Implementation: Turning Reflection into Action
As we embrace these guiding questions, focusing on practical steps that create a sense of forward momentum is vital. Here are actionable ways to bring this framework to life in your organization:
Step Back and Take Stock
When everything around you feels uncertain, taking a moment to pause and assess the current landscape is invaluable. Encourage your team to reflect on:
- How can we reaffirm our core purpose?
- Are we clear about what we stand for as an organization?
Reflection points: Use these moments to draw attention to your organization’s foundational goals. Focus on purpose over panic, and create an environment where people feel safe to question and reframe assumptions.
Strengthen the Ties That Bind
Uncertainty can strain relationships, but it can also strengthen them if approached thoughtfully. Leaders can foster a collaborative spirit by asking:
- How can we reinforce connections among team members?
- Where do we need to encourage more open communication?
Reflection points: Make time for team check-ins focusing on personal connection, not just productivity. Remind people that they’ve not been navigating this alone. The collective strength of a team often becomes a powerful anchor during uncertain times.
Hold Fast and Stay True
Just as sailors grip tight during a storm, leaders, too, must hold fast to the organization’s core direction, staying true to the course. Ask yourself:
- What will help us remain grounded through changing tides?
- How can we ensure consistency without becoming inflexible?
Reflection points: Encourage resilience by reminding your team that, while the current storm may feel relentless, it too will pass. Reinforce the idea that adaptability paired with commitment to core values is the key to weathering change.
Embracing Both Practical and Emotional Resilience
Leading through uncertainty requires more than strategy; it calls for a profound connection to purpose and people. In these liminal times, the most influential leaders embrace both the practical and the emotional dimensions of resilience. They’re the ones who ask themselves—and their teams—the big questions and who understand that real strength lies in their willingness to pause, reflect, and connect.
As we guide ourselves and our organizations through the unknown, remember that even in liminality, we have a value that grounds us, a purpose that guides us, and a community to rely on. In the end, this combination of purpose, reflection, and connection will see us through, not only to the other side of uncertainty but to a place of growth, resilience, and renewed clarity.
FAQs About Leadership in Uncertainty
Q: How can leaders maintain team morale during uncertainty?
A: Leaders can maintain team morale by:
- Implementing transparent communication channels
- Conducting regular one-on-one and team check-ins
- Setting clear, achievable goals
- Celebrating small wins and milestones
- Providing emotional support and resources
- Creating opportunities for team bonding
- Offering professional development opportunities
Q: What are the most important leadership skills for 2025?
A: Key leadership skills for 2025 include:
- Adaptability and change management
- Emotional intelligence
- Strategic thinking and decision-making
- Digital literacy and technological awareness
- Cross-cultural communication
- Crisis management
- Remote team leadership
Q: How do effective leaders navigate organizational change during uncertain times?
A: Successful leaders navigate change by:
- Creating a clear change management strategy
- Communicating the vision and rationale for change
- Involving team members in the decision-making process
- Providing necessary resources and support
- Monitoring progress and adjusting approaches as needed
- Building coalitions of change champions
- Maintaining focus on long-term objectives while managing short-term challenges
Q: How can leaders measure their effectiveness during periods of uncertainty?
A: Leaders can measure their effectiveness through:
- Employee engagement scores
- Team performance metrics
- Project completion rates
- Innovation indicators
- Retention statistics
- Customer satisfaction levels
- 360-degree feedback assessments
Q: What role does communication play in leadership during uncertain times?
A: Communication is crucial for:
- Maintaining trust and transparency
- Aligning team members with organizational goals
- Managing expectations and reducing anxiety
- Facilitating collaboration and innovation
- Addressing concerns and gathering feedback
- Sharing updates and progress
- Building and maintaining relationships
Q: How do leaders balance short-term needs with long-term strategic planning?
A: Leaders can maintain balance by:
- Creating flexible strategic frameworks
- Setting clear priorities
- Developing contingency plans
- Regularly reviewing and adjusting strategies
- Maintaining focus on core organizational values
- Investing in future capabilities while managing present challenges
- Building strategic partnerships
Q: What are the common mistakes leaders should avoid during uncertain times?
A: Key mistakes to avoid include:
- Failing to communicate regularly and transparently
- Making decisions without considering multiple perspectives
- Ignoring employee wellbeing and burnout
- Resisting necessary change
- Focusing solely on short-term solutions
- Losing sight of organizational values
- Failing to adapt leadership style to current needs
References:
- Turner, V. (1967). The Forest of Symbols: Aspects of Ndembu Ritual. Cornell University Press. TTurTTurner’s seminal introduced the concept of “liminality” in anthropology, discussing transitional periods and their potential for transformation—a concept now widely applied in leadership and organizational theory.
- “Questions to Guide Your Leadership in Uncertain Times.” Harvard Business Review, November 5, 2024. This article introduces the concept of liminal experiences and provides a framework for leaders to navigate times of uncertainty by focusing on values, organizational grounding, and forward movement.
- Bridges, W. (2009). Managing Transitions: Making the Most of Change. Da Capo Press. This classic book on transition management explores change’s psychological and emotional impact on organizations and offers strategies for navigating periods of uncertainty.
This article was written with the help of AI.
