How Do You Move Forward When There Is So Much Uncertainty?

If ever there were VUCA times, we’re in the thick of them now. Volatile, uncertain, complex and ambiguous—VUCA. Most of us hate VUCA times. We’re hard wired to crave certainty and sameness. It takes effort to maintain equanimity during VUCA times.

Let’s talk about how we’re hard-wired to crave certainty and sameness. The limbic system is the part of the brain that activates the fight/flight/freeze/fawn responses whenever we’re faced with danger. The decision about what is dangerous happens in milliseconds, far faster than we’re able to consciously process a situation. This is helpful when we’re in real physical danger.

Adjusting strategic direction with change on the horizon

You have a strategic plan for your organization or your team, but what happens when an unplanned change is upon you and you need to adjust the course?

Communication is key but will be unsuccessful if it lacks direction or a cohesive message. That’s why it’s so important to think about who is delivering the message and how it’s being delivered.

From the moment you begin to plan or implement any type of organizational change, first clarify your objectives. Think of your objectives as the roadmap that will guide you to your intended destination.

How to reduce resistance to change with communication

Change is happening in every facet of business today, whether we’re prepared for it or not. And, let’s be honest—99% of us weren’t. As a result, employees might be scared, resisting change because they don’t know what it means or how it will impact their own futures. It’s up to you to help reduce resistance to change.

Fear is not a good passenger for any movement, but often leaders forget that the single best tool to combat fear and resistance is communication.

One study found that the single biggest reason for organizational failure to successfully implement any kind of change is “clear and frequent communication.” When combined with your team’s natural resistance to change, this barrier makes sense. In fact, every reason for individual change resistance can be at least partially mitigated through intentional and proactive communication.

Getting Past Change Resistance

Change resistance is natural for humans. Leaders struggle with it because they recognize change will create more work for their teams in the short term, they don’t want to take the reputation hit if the change doesn’t go well, and deep down they fear some loss of control.

Every change is inconvenient and taxing, but change is a necessary rung on the ladder of growth. Especially today, when public buildings are shut down and team members move to remote work in the wake of COVID-19.