Leading Through Uncertainty: How to Build Trust and Clarity in Unpredictable Times

In a world full of unknowns, what does it take to be a resilient leader?

In this episode of The Leadership Vision Podcast, founder Brian Schubring and CEO Dr. Linda Schubring join me to explore a theme that’s shaping nearly every workplace we encounter in 2025: uncertainty. From global instability to technological disruption and post-pandemic workplace shifts, external chaos is profoundly impacting the internal dynamics of teams. But here’s the challenge: most of us are trying to fix uncertainty when what we need is to learn how to live through it.

“You are not in charge of creating certainty for other people. You are invited to create the kind of connections that can weather whatever certainty is ahead of you, around you, or within you.” – Dr. Linda Schubring

Why Uncertainty Is the Theme of the Year

As Brian shares, uncertainty isn’t just present—it’s persistent. And this year, it’s emerged as the defining theme across industries. Whether it’s funding instability, political upheaval, workforce transitions, or evolving regulations, the hidden consequences of uncertainty are what concern us most. These include fractured trust among team members, stalled decision-making, burnout, and emotional disengagement.

Often, these issues don’t show up immediately. Instead, they accumulate slowly until a team—or an entire organization—feels disconnected and depleted. What we’re seeing with our clients is this: the leaders who can identify and address these consequences early are the ones who are helping their teams thrive, not just survive.

What’s Making This Time Different?

Dr. Linda explains that, unlike deliberate disruption—like launching a new initiative—today’s uncertainty feels uncontrollable. It’s happening to us, and it’s impacting everything from organizational strategies to personal well-being.

“We’ve emerged from one of the greatest periods of global uncertainty in modern history,” Brian reminds us. “COVID disrupted not only where we work, but how we think about health, relationships, and what it means to feel safe. Many organizations have never fully returned to a place of stability.”

And as new generations enter the workforce, many employees have never experienced a predictable, stable workplace. That changes how we onboard, how we lead, and how we foster culture.

How Uncertainty Impacts Teams

So, what does uncertainty actually do to a team?

For starters, it creates relational fragmentation. “We’re seeing teams that don’t trust each other,” says Brian. “Not because they don’t care, but because fear makes people retreat. They’re afraid to try new things, to ask questions, to be vulnerable. That breakdown leads to stalled productivity and weakened collaboration.”

It also causes misdirected blame. Linda notes that when communication from leadership feels inconsistent, it’s tempting for team members to turn on each other. In these moments, the real culprit isn’t someone on the team—it’s the external forces changing the rules faster than teams can adapt.

“Sometimes we hit the pause button with teams and say, ‘Is this conflict really about you all—or is it about the pressure you’re all under from forces beyond your control?’” – Dr. Linda Schubring

What Great Leaders Are Doing Right Now

Thankfully, many leaders are responding with clarity and courage. Some are pulling back on new initiatives to give their teams breathing room. Others are choosing to ground their actions in mission and values rather than reacting to the latest crisis.

Linda shares the story of one coaching client who navigates uncertainty by keeping the mission top of mind and “choosing the highest and best” every day. That quiet confidence inspired trust—and courage—in the people around her.

“The leaders who do this well,” Brian says, “are the ones who are willing to be seen. They let their team know they don’t have all the answers, and in doing so, they give permission for others to be vulnerable, too.”

And sometimes, leading well in uncertainty means slowing down. One leader told us she’s pausing all new projects for a quarter. Why? To reduce the tension and allow her team to stabilize. It’s a small act with a big ripple effect.

From Reaction to Resilience

Think about a skyscraper. It’s not rigid—it’s built to sway with the wind. Similarly, resilient teams are built to bend without breaking. But that kind of adaptability doesn’t just happen. It requires practice, intentional systems, and leadership that creates space to breathe.

Linda explains that moving from reaction to resilience starts with awareness. “We can’t just jump from anxiety to action. We need a beat—a moment to recognize what’s happening in us physically and emotionally. Then we can move forward.”

That kind of awareness creates room for thoughtful response, not just reactive decision-making. And it creates a culture where people feel safe enough to say, “I’m not okay—and I still want to contribute.”

Wellness, Burnout, and the Whole-Person Approach

Brian encourages leaders to remember that uncertainty impacts the whole person. “It’s not just your employee who’s uncertain—it’s the parent, the partner, the community member. And the longer people sit in uncertainty without support, the more they experience chronic stress and burnout.”

That’s why leaders must prioritize wellness and human connection. Some organizations are offering wellness weeks where the entire company shuts down. Others are giving team members stipends to spend time building relationships. Whatever the approach, it’s not about perks—it’s about creating a resilient, human-centered culture.

The Hopeful Path Forward

Uncertainty isn’t going away. But we can change how we respond to it.

It starts with connection. With trust. By acknowledging fear without letting it drive our decisions. Leaders who can do that—who can stay grounded in values and lead with vulnerability—are creating cultures that are strong enough to weather the storm.

As Linda mentioned, “You’re not responsible for solving uncertainty… But you can help people live through it.”

One more practical way to foster hope is to ask your team a simple but powerful question: What do you need right now to feel confident moving forward? As Brian points out, each team member may need something different—clarity, encouragement, space to breathe, or simply the feeling that they’re heard and understood. Creating space for those honest conversations builds trust and strengthens your team’s ability to respond, not just react.

Listen to the full episode for more client stories, practical strategies, and real hope for leading through uncertain times. Then ask yourself: How am I creating connection, clarity, or courage on my team today?