In rough seas, the crew looks to the captain for guidance. A calm, steady, and predictable presence can help the crew stay calm and focused even in the worst conditions.

When work becomes a tempest, and you are not sure which way the wind is blowing, the team will look to you for that guidance.

But, as any good captain knows, the work of getting ready for the storm is done well in advance.

As much as we like long-term plans, sophisticated strategies, and good forecasting—we often face a storm—in the form of ambiguity—at the office. It just happens.

To help your team deal better with ambiguity, there are two things you can do now to make sure your team is ready when an unexpected storm arises. First, ensure you are comfortable with ambiguity (link to the previous article). If the person in charge is freaking out, all bets are off.

Second, coach your team when things are calm about what to do when things become unpredictable. Learning to deal with ambiguity comes naturally to some, but others need to build that muscle. Here are some strategies on how to help your team deal with ambiguity:

1. Acknowledge Uncertainty: The worst thing you can do is gaslight your team and pretend nothing is wrong. As a manager, it’s important to acknowledge and accept the inherent uncertainty in certain situations. This acknowledgment creates a space for the team to openly discuss and tackle the challenges ahead.
2. Develop Contingency Plans: In times of ambiguity, it’s crucial to have multiple plans in place. Creating a variety of strategies and action plans can offer a sense of control and preparedness, even when the future is unclear.
3. Know Your North Star: This is as critical for teams as it is for individuals. A leader has to know their core values of your company. That will give guidance on what to do when things are unclear. Does the path you are considering in uncertainty align with those values? Answering that question will help provide clarity.
4. Maintain a Clear Vision: Despite the uncertainty, it’s important to consistently communicate the team’s core values and long-term goals. These principles serve as a compass, offering direction and guidance even when the path forward isn’t clear.
5. Promote Open Communication: Foster an environment that encourages team members to voice their concerns about the future. Sometimes, that means you have to “go first” in order for people to know it is safe to share. Active listening and understanding are critical during these times, helping to build a stronger, more resilient team.
6. Celebrate Achievements: Even when faced with ambiguity, it’s important to recognize and celebrate small successes. These victories can boost morale and create a sense of forward momentum, helping the team stay motivated and focused.
7. Encourage Creativity and Innovation: Periods of ambiguity can serve as fertile ground for creative thinking. Encouraging innovative ideas can help the team view ambiguity as an opportunity for growth and development rather than as a barrier.
8. Be a Stable Presence: Lastly, as our sea captain, a manager needs to act as a calming, steady force during uncertain times. A composed and stable leader can help soothe anxieties and maintain team cohesion, ensuring that everyone stays aligned and focused on the task at hand.

Ambiguity is just a fact of corporate life—usually, it is when not if. The good news, research has shown that people deal better with ambiguity as a team. Preparing yourself and your team now will help everyone through uncertain times. Guiding your team through ambiguity is an opportunity to cultivate resilience and discover new possibilities.