Dispatch from Diane’s Desk
Layoffs - those looming, happening, and rumored - are real and they’re everywhere right now. You hear about them in the news, in meetings, in frantic whispers across Slack, and in cries for help on LinkedIn. Even if you’re not directly impacted, the collective stress and survivor’s guilt are unavoidable. Compound that with the accelerating rise of AI in the workplace, and it’s no wonder team dynamics are beginning to show signs of breakdown.
The reality is that the future of the workplace has never felt more uncertain. We don’t exactly know where we’re headed or what the team might look like once the AI dust settles. That kind of ambiguity leaves room for anxiety. Anxiety erodes trust, team cohesion, and performance.
In times like these, the way you show up as a leader matters more than it ever has. Your team is looking to you for stability, clarity, and a sense of calm in the midst of the storm. That’s a huge lift.
You’re being asked to do some really BIG things right now. And it can feel overwhelming. So, if you find yourself stuck, spinning, and stretched too thin, just know: you don’t have to figure it all out alone. There are tools and resources that can help.
Warmly,
Diane
Team Resilience in a VUCA World: How to Ground Your Team in Uncertain Times
In times like these - when volatility, uncertainty, complexity, and ambiguity (VUCA) dominate - creating space matters. It invites presence. It signals that you care.
Leaders, especially those who are underrepresented in their roles, often feel the heavy weight of expectation. When the news cycle is spinning fast with layoffs, mergers, restructuring announcements, and AI integration, your ability to cultivate team resilience is more important than ever before.
To be clear, resilience doesn’t mean being tough or pushing through without complaint or introspection. It means creating a foundation of stability and psychological safety so your team can adapt, respond, and yes, even thrive in constantly shifting conditions.
Here are a few ways to introduce more surety and grounded leadership into your team meetings and company culture overall:
Normalize Uncertainty
Say the quiet part out loud. Admit that you might not know everything about what’s coming next - but focus on what you do know. When you model transparency to the extent you are allowed and admit ambiguity, you give your team permission to respect their feelings and trust you.
Create Guideposts
Even when strategy is shifting, some things stay steady: your team’s values, the stakeholders’ needs you’re committed to solving, and your team’s internal culture. Naming shared truths provides a sense of continuity and meaning.
Shorten the Time
Long-term goals can feel abstract or even irrelevant in turbulent times. So, ground your team in what matters right now. What’s in our control today? What do we need to accomplish this week? What are our big goals for the month?
Give a Why for the What
When changes are handed down from leadership or projects shift midstream, it can be disorienting. Whenever possible, offer context. Explain why the change is happening and how it aligns with broader organizational goals. Transparency is one of the most underrated tools for building team trust.
Prioritize Reflection
Deadlines are important. But, skipping reflection time robs your team of critical insights and future improvements.
Leading in VUCA Environments
Building resilience in a VUCA environment isn’t about toughing it out. It’s about leading with empathy, clarity, and grounded connection - especially when those around you feel uncertain. It’s challenging to build resilience in isolation. But together? Together, we can navigate the unknown with strength, purpose, and resolve.
Gif by unpopularcartoonist on Giphy
If you or your team are navigating big transitions, pressure to perform, or mounting stress from constant change, know that support is available. Whether through workshops, team coaching, or even individual support, I’m here to help.
Sage Space
Think about the next team meeting you have on the calendar.
Identify two things you can do to introduce a sense of greater surety and minimize feelings of ambiguity.
Write them down and attempt to incorporate at least one of them into your next team meeting.
Put it into Practice
Building resilience in a VUCA environment is all about leading with empathy, clarity, and connection.
How can you show up for your team? Are there actions you can take to minimize complexity or volatility in the workplace?
Let’s dive in to learn more about the role each type of stressor plays and how you can make a difference.
Download my free VUCA resource for more insights and pointers for leading through turbulent times.