Leading Through Uncertainty: What Today’s Teams Really Need
“Strong leadership doesn’t mean never wavering—it means knowing what to return to.”
The New Reality of Leadership
The world of work has changed. Today’s leaders aren’t just navigating project deadlines or performance goals. They’re navigating people—through disruption, uncertainty, and constant change.
The shift to hybrid and remote work, the acceleration of AI and automation, the rise in burnout, and the pressures of inclusion, purpose, and meaning have reshaped what leadership truly requires. It’s no longer just about strategy or expertise. It’s about presence. It’s about adaptability. It’s about emotional clarity.
From an Industrial/Organizational (I/O) Psychology lens, leadership today is less about control and more about cultivating the conditions that help people feel safe, valued, and focused—even when the future feels ambiguous.
What Teams Actually Need in Times of Change
In times of uncertainty, people don’t need a hero. They need an anchor.
Through my background in I/O Psychology, I’ve worked with leaders navigating transitions big and small. In almost every case, what makes the difference isn’t charisma or confidence. It’s the capacity to:
Create psychological safety: People can only innovate and stay engaged when they feel safe to speak up, ask questions, or say "I'm struggling."
Offer grounded clarity: You don’t need to have all the answers—but naming the values and priorities that will guide decisions provides an anchor.
Model emotional regulation: Teams take emotional cues from their leaders. The more regulated you are, the more resilient your team can become.
Prioritize two-way communication: Change isn’t something to "announce." It’s something to navigate with your team.
Acknowledge the human experience: Productivity matters. But so does permission to be human. Great leaders know how to hold space for both.
The Myth of the Unshakeable Leader
There’s a lingering myth that strong leaders never show doubt, never falter, never feel. But that kind of rigid leadership isn’t resilient—it’s brittle.
My background in engineering has taught me that strength isn’t just about resistance. It’s also about design. Systems that survive stress are those built with flexibility. They adapt, absorb shock, and return to form. The same is true for leadership.
Being a resilient leader doesn’t mean being unshakeable. It means having the internal compass to recalibrate, the humility to listen, and the groundedness to help others feel steady in your presence.
"Resilience doesn’t come from rigidity. It comes from alignment."
Your Role as an Emotional Anchor
In change science and I/O Psychology, we talk about emotional contagion—how people unconsciously pick up on the mood, tone, and energy of those around them. Leaders are emotional thermostats for their teams.
That means your ability to self-regulate matters just as much as your strategy deck.
Take a breath before reacting
Acknowledge emotions in the room
Let people feel seen, not just informed
These aren’t soft skills. They’re leadership skills.
Leading for Growth
Real leadership during change isn’t about pushing harder. It’s about making space for renewal.
The leaders who will thrive in this new world are those who:
Recognize that adaptation is a strength, not a failure
Lead with both head and heart
Create environments where learning and contribution go hand in hand
At Wayfound, we support leaders who want to guide with clarity and courage—not just through disruption, but toward something deeper.
If you’re leading through change right now, you’re not alone. And you don’t have to carry it alone.
Stephanie McFarlane is an I/O Psychology-informed coach, career strategist, and former engineer. She helps people and organizations lead through change with clarity, courage, and meaningful direction.