Finding Clarity Amidst Uncertainty in Work Environments

Early in my career, I faced a moment many of us dread: A sudden, unexpected company reorganization. It seemed like overnight ➟ my role ➟ my team ➟ my daily tasks were all up in the air. I remember the anxiety. The flurry of rumors. The uncertainty. They clouded my thoughts about the future. But it was in this chaos that I found clarity. I realized that change, though daunting, also brings opportunities for growth. I wrote an article on this for Harvard Business Review. Here are 5 actions you can take when your professional life is unpredictable: 1. Embrace the Uncertainty Use periods of change as a catalyst for introspection. Reflect on what truly matters to you and your future. 2. Define Your Identity Think about who you need to be... Not just what you need to do. 3. Focus on the Process Establish and commit to positive career behaviors. It gives you a sense of control and leads to results. Examples: • Contribute in each team meeting • Expand your network every week  • Offer a strategic idea to leadership monthly • Take on a stretch opportunity once a quarter • Thank a coworker for something helpful every day 4. Cultivate Learning Agility Be ready to adapt. Stay curious. Embrace new ideas. This mindset isn't just to survive; it helps you thrive. 5. Ask for and Act on Feedback Regularly seek feedback. Take time to reflect on it. It's crucial to know where you're growing. And where you need to improve. Change can be scary. But it's also a chance to reset. To pivot. You may discover new paths you hadn't noticed before. Remember... It's not the strongest or most intelligent who survive. It's those who can best manage change. Lean into the uncertainty. Use it as a stepping stone. Build a career that's not just successful, but also aligned with who you truly are. Find this valuable? Repost ♻️ to share with others.  Thank you! P.S. What keeps you going when things get uncertain?

The most dangerous person in your organization might be the one who's most certain about the future. In an era of constant disruption, traditional leadership models fall short. Here's what I've learned about thriving in chaos: - Embrace Strategic Humility: Conventional wisdom says leaders should have all the answers. Reality? In fast-changing environments, acknowledging what you don't know is power. It creates space for collective intelligence to emerge. Start key meetings by explicitly stating uncertainties: "Here are three critical things we don't know yet about this market shift." - Reframe "Mistakes" as "Tuition": In chaos, if you're not making mistakes, you're not moving fast enough. The key is to make those mistakes valuable. Create a culture where teams openly share lessons from failures, focusing on insights gained rather than opportunities lost. This transforms setbacks into catalysts for growth and innovation. - Cultivate Anxious Optimism: Blend "we'll figure it out" confidence with the urgency of "if we don't, we're toast." This mindset drives creativity and prevents both complacency and panic. In planning sessions, always pair opportunity discussions with risk assessments: "What's the best possible outcome here? Now, what could cause us to miss it entirely?" - Lead with Questions, Not Answers: In uncertainty, the quality of our questions matters more than the firmness of our answers. Start strategic discussions with: "What question, if answered, would change everything about our approach?" This focuses team energy on the most impactful unknowns. -Build Capacity for Uncertainty: Your job isn't to provide certainty—it's to build an organization that thrives without it. Regularly rotate team members across projects or departments. This builds organizational flexibility and prevents silo thinking. The leaders who will succeed today and in the future aren't those with the best plans, but those who build teams capable of rapid adaptation and relentless learning.

If I were asked what I’m advising nonprofit Executive Directors and CEOs on right now, it's this. Focus on helping your team reduce the noise and focus on what truly matters. Federal funding shifts, executive orders, labor market issues, AI coming for everyone's jobs. They’re real and they’re swirling. But the strongest teams I work with don’t let all that noise dictate their days. Or their focus. 1. Don’t underestimate the power of your culture. That’s what keeps your team steady when the environment is anything but. 2. Don’t overestimate the headlines. They’re important, but they don't move your mission. Focus on building clarity around what’s essential. Focus on reinforcing the culture that makes your work durable. Even when the operating environment is anything but. • 𝗠𝗼𝗱𝗲𝗹 𝘁𝗵𝗲 𝗕𝗲𝗵𝗮𝘃𝗶𝗼𝗿 𝗬𝗼𝘂 𝗪𝗮𝗻𝘁 𝘁𝗼 𝗦𝗲𝗲: Leaders must lead by example. If you want focus and calm, show focus and calm.    • 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗲 𝗥𝗲𝗹𝗲𝗻𝘁𝗹𝗲𝘀𝘀𝗹𝘆: Over-communicate what matters most. Clarity comes from repetition and reinforcement.    • 𝗔𝘀𝗸 𝗳𝗼𝗿 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸: Don’t assume you know what’s working or not. Actively seek input from your team and constituents.    • 𝗦𝘁𝗮𝘆 𝗚𝗿𝗼𝘂𝗻𝗱𝗲𝗱 𝗶𝗻 𝗩𝗮𝗹𝘂𝗲𝘀: In turbulent operating environments, values act as a compass. Keep them front and center to guide decisions.    • 𝗙𝗼𝗰𝘂𝘀 𝗼𝗻 𝘁𝗵𝗲 𝗙𝘂𝘁𝘂𝗿𝗲, 𝗡𝗼𝘁 𝘁𝗵𝗲 𝗣𝗮𝘀𝘁: Avoid getting stuck in what’s been done. Help your team see where you’re going next.    • 𝗕𝗲 𝗪𝗶𝗹𝗹𝗶𝗻𝗴 𝘁𝗼 𝗟𝗲𝘁 𝗚𝗼: What worked yesterday might not tomorrow. Be ready to adapt your own habits and expectations. The swirl won’t stop. But your team doesn’t have to spin with it.

The biggest threat to results? It’s not your team. It’s your context. I’ve coached mid-level leaders across healthcare, military, and business. The consistent challenge? They’re not underperforming due to lack of talent. They’re trying to lead in chaos. When the business environment gets wild: Layoffs, restructures, shifting targets.... Mid-level leaders absorb the impact. They’re expected to hit the numbers, calm the team, and deliver progress... With less budget, less clarity, and less control. 🧠 A McKinsey study found 86% of business leaders say organizational health is just as important as operational performance......but only 20% actively manage it. 🧠 And according to Gartner, 74% of employees say they’re more engaged when they understand how their work connects to business strategy......yet only 26% feel that way. That’s the real cost of unclear leadership in complex environments. Here’s what strong leaders do in the storm: 1️⃣ Clarify the “Why” Weekly. ➜ In times of volatility, your team’s compass is purpose. ➜ Reinforce the mission. Show how their work matters. 🧠 Leaders who consistently connect individual roles to strategic outcomes see 29% higher team engagement (Harvard Business Review). 2️⃣ Audit Time Like a CFO. ➜ What gets your attention, gets their energy. ➜ Protect your time like capital, invest it where it drives real ROI. Ask: Is what I’m doing right now driving the most important outcomes? 3️⃣ Simplify what you can. ➜ Your team doesn’t need more information. ➜ They need direction. ➜ Cut out legacy processes, bloated meetings, and reactive tasking. The best leaders subtract more than they add. 4️⃣ Double down on feedback. In uncertainty, people crave feedback more than ever. Not performance reviews — real-time clarity. CCL research shows feedback is the #1 driver of behavior change in leadership growth. 5️⃣ Lead with calm, not control. ➜ People don’t want a hero. They want a human. ➜ Panic is contagious, but so is poise. Practice psychological safety, even in pressure. Tough business environments don’t require perfect leaders. They require intentional ones. Comment Below: Ever battled impostor syndrome? How did you move forward anyway? ♻ Repost if you believe clarity beats control. I’m Dan 👊 Follow me for daily posts. I talk about confidence, professional growth and personal growth. 

A lot of PMM work today is about making sense of CHAOS and dealing with the ambiguity. Because a lot of conditions are changing rapidly today: 👉 Your boss could suddenly leave. 👉 Your team could get restructured/reshuffled. 👉 Q1 results underperform, and suddenly, goals shift. And now? You’re standing in the middle of chaos, trying to figure out a path forward - without even knowing what the path looks like yet. I spend a lot of time building strategies, processes, and frameworks and working with individuals, leaders, and teams on this… But the one skill that doesn’t fit into a nicely formatted template is dealing with ambiguity. And to deal with ambiguity requires some shifts in thinking. Here are four tips I hope you find helpful:   1. Seek leadership alignment early and often. Ambiguity is easier to manage when leaders are aligned. This means you need to overcommunicate to ensure leadership understands shifting realities, and regularly update key stakeholders on what’s changing and why. 2. Ruthless prioritization. When ambiguity strikes, focus on what matters most. ✅ Identify the 1-2 initiatives that align with core business goals. ✅ Block out distractions that don’t contribute to measurable outcomes. ✅ Then communicate what you will do/not do to your leadership (see point #1). 3. Take small steps When you don’t have all the information, take small steps forward. ✅ Don’t wait for perfect clarity. Test, iterate, and gather real-world data. ✅ Break down complex problems into smaller, solvable chunks Then move forward. Jeff Bezos’ 70% Rule: “If you wait for 90% certainty, you’ve waited too long. Make the call when you have about 70% of the information.” 4. Finally, let it flow Sometimes, you just have to let it flow and not overreact or course-correct too quickly. This one helped me the most (even as I run my own business). Like the cat in the movie FLOW (insanely great movie BTW), you survive by dealing with one thing at a time, solving one problem at a time… And as you move forward, the path reveals itself. —------- If you are overwhelmed by what’s happening in your job, let me know how I can help! My Thrive coaching program has helped dozens of PMMs go from chaos to confidence that holds up in times of change. #ProductMarketing #PMM #Leadership #Resilience #Onboarding

In the fast-paced world of management, where decisions are made in the blink of an eye and priorities shift constantly, asking for what you need can sometimes feel daunting. Recently, I found myself in a situation that many managers and aspiring leaders might find familiar. I had to follow up with a colleague about a project. This person is incredibly busy, juggling multiple responsibilities, and I hesitated to reach out. However, I needed to confirm details to plan my work for the upcoming months effectively. As managers, we often feel the pressure to have all the answers. There's an unspoken expectation that we should be able to figure things out on our own. This mindset can make asking for clarity seem like a sign of weakness. But let's flip the script: asking for clarity is not a weakness; it's a strength. It's a tool for efficiency and effectiveness. Why does it matter? - Efficiency Boost: When you ask for clarity, you streamline processes. You ensure that everyone is on the same page, reducing the chances of miscommunication and rework. - Time Management: By seeking clarity, you save time—not just for yourself but for your entire team. It prevents unnecessary back-and-forth and allows you to focus on what truly matters. - Enhanced Team Dynamics: Clarity fosters better interaction within teams. When everyone understands their roles and responsibilities, collaboration becomes seamless. It's important to acknowledge that some might view the act of asking for clarity as a weakness. However, the ability to seek clarity is a hallmark of effective leadership. It demonstrates a commitment to understanding and improving processes, which ultimately benefits the entire organization. - Be Specific: When asking for clarity, be specific about what you need. This helps the other person provide the information you require without unnecessary back-and-forth. - Provide Context: Explain why you need the information. This not only helps the other person understand your request but also highlights the importance of their input. - Encourage Open Dialogue: Foster an environment where team members feel comfortable asking questions. This creates a culture of transparency and continuous improvement. To become a more effective manager, embrace the power of clarity. Here are some steps you can take: - Model the Behavior: Demonstrate the importance of clarity by consistently seeking it yourself. Your team will follow your lead. - Encourage Questions: Create a safe space for your team to ask questions. This not only improves understanding but also fosters innovation. - Provide Feedback:When team members seek clarity, provide constructive feedback. This reinforces the value of their efforts and encourages continuous learning. In the world of management, clarity is a powerful ally. It enhances efficiency, improves team dynamics, and ultimately leads to better outcomes.

Uncertainty is exhausting. Think back to a time when you faced major uncertainty in a relationship, your finances, or your career. You know the feeling - the path blurs, our minds race, and questions multiply, draining our energy completely. In my experience as an Army officer and executive coach, I've observed that organizations function similarly. The difference is they get their power from the collective energy of their people—the focus, motivation, and drive that fuels progress. Just as individuals become overwhelmed by ambiguity, organizations waste precious resources navigating unclear directions and shifting priorities. The cost? Staggering. The 2022 State of Business Communication report reveals that poor workplace communication wastes nearly an entire day per employee per week. Add policy reversals and leadership turnover, and the drain multiplies exponentially. These conditions create an organizational energy crisis where your team is no longer making progress but merely trying to survive. Three critical energy drains emerge consistently: o Constant Reorientation: Teams spend hours deciphering intent when policies shift rapidly or directives are unclear o Priority Whiplash: Daily "top priorities" replace yesterday's focus, keeping teams trapped in firefighting rather than advancing strategic objectives o Leadership Transitions: New voices bring new expectations, forcing teams to reset expectations Ironically, these drains often intensify during efficiency initiatives. Leaders implement new systems and restructure workplaces while their organizations hemorrhage energy navigating the resulting change. Efficiency isn't created by doing more with less but through clear and consistent communication. If you or your team are feeling the drain, try these approaches: o Simplify the Mission: Clearly communicate both the task (what) and purpose (why) o Communicate Consistently: Regular updates prevent speculation and build trust when needed most o Slow Down to Speed Up: Taking a moment to breathe from time to time will ensure your calm presence becomes an anchor for your team When clarity replaces confusion, organizational energy shifts dramatically. Teams redirect their power from constant churn and concern to productive pursuits that move the organization forward. They don't just endure change, they drive it. What energy drain affects your organization most? What strategies have helped you create clarity? Share below—I'm genuinely interested in your perspective. #leadership #management #navigatinguncertainty

When the World Gets Uncertain, Great Leaders Reframe. Constant news. Uncertainty. Pressure to know everything. It’s not just the pace of change that’s exhausting—it’s the stories we tell ourselves in response. It’s the thoughts that take over our brains. That’s why I lean hard on REFRAMING in my leadership work. It doesn’t change the facts. It changes what those facts mean to you. When our brains spiral with thoughts like: “I should’ve seen this coming.” “Everyone else has it figured out.” “I need to have the perfect answer.” We don’t need to silence those thoughts—we need to reframe them. Here are a few powerful shifts for this moment:  ❌ “I need to know everything.”  ✅ “I need to know enough to take the next smart step.” → Focus on progress, not perfection.  ❌“Everyone’s ahead of me.” ✅ “We’re all navigating this together—in different ways.” → You’re not behind—you’re human.  ❌“This shouldn’t be happening.”  ✅ “This is happening. Now how do I respond?” → Power comes from acceptance, not avoidance.  ❌ “I have to get it right.”  ✅ “I have to keep learning.” → In uncertain times, learning is the strategy. Reframing is mental agility. It helps you lead, adapt, and grow—especially when the path is unclear. If you want to change how you lead, start by shifting how you see and think. What reframe is helping you right now? Please let me know so that we can navigate this shift together. #Reframing #MindsetShift #AgileLeadership #LeadershipUnderPressure #Uncertainty #MentalFlexibility