Issue 60: How to lead your team when everything feels uncertain

"You may not control all the events that happen to you, but you can decide not to be reduced by them."

- Maya Angelou

This issue is coming to you a little late this week as I continue to take in the job market shifts day to day. The headlines aren’t subtle-federal layoffs are here and more are coming, and instability is spreading across multiple sectors. Even if your team hasn’t been directly impacted yet, people are feeling the weight of uncertainty.

And when people feel uncertain, they disengage. Productivity drops. Team members start looking out for themselves instead of operating as a unit.

As a leader, your job isn’t to have all the answers-it’s to provide clarity, direction, and stability in the middle of the unknown. Here’s how to do that right now.

Step 1: Acknowledge the uncertainty

• Silence makes things worse. If your team senses instability but hears nothing from you, they’ll assume the worst.

• You don’t need all the answers-just transparency. Saying “I don’t know yet, but here’s what I do know” builds more trust than avoidance.

• Give people a role in shaping the future. Ask: “What’s in our control right now? What can we focus on to stay strong as a team?”

Step 2: Keep people focused on what actually matters

• Separate noise from real priorities. When layoffs loom, some people freeze, while others panic and waste time on distractions. Refocus them on high-value work.

• Make sure team meetings reinforce clarity, not chaos. Instead of letting uncertainty drive conversations, ask:

  • “What’s our top priority this week?”

  • “What do we need to keep delivering at a high level?”

• If priorities shift, explain why. The more people understand how their work connects to larger goals, the more engaged they’ll stay.

Step 3: Protect morale, even in difficult moments

• Don’t dismiss emotions-address them. If people are anxious, overwhelmed, or frustrated, give them space to express that.

• Reinforce your team’s strengths. Even when times are tough, remind them: “We know how to solve problems. We know how to adapt. That hasn’t changed.”

• Encourage people to take small, proactive steps. Ask: “What’s one thing you can do this week to stay in control of your work and career?”

This is where real leadership happens.

It’s easy to lead when things are stable. But when uncertainty takes over, your presence, clarity, and ability to keep your team engaged will define your leadership.

If you’re navigating uncertainty, my 6-week executive coaching beta is open for a limited time. I’m working with leaders to strengthen their leadership, stabilize their teams, and reposition themselves for what’s next.
Reach out to see if I still have spots available.

Go out there and lead,

Asia

P.S. Next week, we’ll talk about how to maintain influence-even when you don’t have decision-making power.

What’s one way you’re keeping your team steady right now? Reply and let me know-I’d love to hear.