We tend to believe that leaders should always be certain. That we should have the answers, hold the plan, and carry the confidence that keeps everyone else steady.
But here’s the truth.
In times of real change such as reorgs, new leadership, market shifts, layoffs, and personal transitions, you don’t need to know everything. You need to know how to lead with presence and intention.
In my work as an executive coach and keynote speaker, I’ve helped leaders navigate some of the most high-stakes, high-pressure moments of their careers. And it always comes down to the same things: clarity, presence, and trust.
This is what leadership looks like when the path isn’t clear. This is how to lead through change with impact and integrity.
Why Change Makes (and Reveals) Leaders
Anyone can lead when things are predictable. The strongest leaders are shaped during times of uncertainty.
This is especially true for mid-level leaders, new executives, and managers responsible for holding teams steady while everything around them shifts.
Leadership coaching for senior executives often starts right here. How do you show up when your people are looking at you for direction, and you’re still figuring it out yourself?
The answer isn’t pretending. It’s being present. Being honest. Being steady, even when the plan is still evolving.
Because in the absence of clarity, people follow presence.
Leading Through Change Is Not the Same as Managing It
Change management is about logistics, checklists, timelines, and systems.
Leading through change is about energy. Influence. Trust. Tone. The unspoken messages your team picks up every time you speak—or don’t.
And in a culture where people are burned out, overextended, or emotionally tapped, leadership that focuses only on deliverables misses the moment entirely.
Here’s what I tell my executive coaching clients. You don’t need a script. You need a signal. YOU are the message people are listening to.
When you are grounded, others feel safer. When you are clear, even in the unknown, people take their next step with more certainty.
What Leadership Looks Like in the Gray Zone
When the plan is shifting, here’s what your team actually needs from you.
Clarity, not certainty
You may not have every answer, but you can still give people clarity. Share what is known, what is unknown, and what is being worked on. This honesty builds trust.
Direction, not perfection
People don’t need a flawless strategy. They need to know where we’re heading and why. Set a direction, even if you know it will evolve. This is how you build trust during change.
Empathy, not just updates
Check in on people before you check in on tasks. Ask how they are processing the shift. Make space for reactions. Let empathy be part of your leadership strategy.
Presence, not panic
Even when things feel uncertain, control your own energy. When you stay grounded, you create stability. People will mirror your tone before they follow your instructions.
Conversation, not control
This is a moment to invite ideas, concerns, and collaboration. You don’t have to know everything. You just have to lead the dialogue with openness and care.
A Moment That Changed My Understanding of Leadership
I was once called in to support a leadership team during a reorganization. Morale was low. Teams felt blindsided. The VP leading the change had a plan—but was losing people in the process.
I sat down with her and asked one question:
“When’s the last time you told your team what you were feeling?”
She paused. Then said, “I haven’t. I’ve been trying to protect them from the stress.”
We changed the approach. The next day, she opened her team meeting with a simple truth. “I don’t have all the answers yet. But I want to be honest about what I know, and what I’m still working through. And I want to hear how you’re processing it too.”
That moment changed everything.
People leaned in. They asked better questions. They stopped assuming the worst.
She didn’t lead with certainty. She led with clarity. That’s the difference.
What Organizations Need from Leaders Right Now
If you are building high-impact leadership development inside your company, this has to be a core part of it.
Technical skills will not carry your team through complexity. Emotional steadiness, communication, presence, and adaptability will.
Leaders set the emotional tone. When leaders model steady, grounded, human leadership, everything else moves more clearly.
Final Thought
You don’t have to be fearless to lead through change. You just have to be willing to show up. When you are present, honest, and clear, you give people something solid to hold onto.
Leading through change is not about having the perfect answer. It’s about creating space for forward motion when no one else knows how.
That’s what people remember. That’s what will make you the leader others trust when everything feels uncertain.
Ready to lead with clarity during uncertainty?
Learn how executive coaching can help you navigate uncertainty with confidence, or bring this conversation to your team through leadership workshops or keynote speaking.
Get in touch here to start the conversation.
