This post is about how to manage personal uncertainty in the workplace. As Change professionals we deal with ambiguity on a constant basis. Ambiguity could be the uncertainty of outcomes caused by Change. But, there might also be uncertainty within our change project teams about how to priorities change activities, where responsibilities rest or how best to overcome some challenge.
Ambiguity might come from our stakeholders too. They might have different visions or demands from the programme, so balancing these competing requests can result in a programme team being pulled in different directions.
There are many ways to help manage ambiguity within formal programme governance structures. Such as clear lines of command, risk management systems and a strong Project Management Office. In this post we will explore how to manage ambiguity as individuals so that we can become better at sitting comfortably with uncertainty.
Here are some ideas for becoming comfortable with ambiguity:
- Embrace the unknown: Don’t be afraid to be the only person in the room who puts their hand up to ask a question. Project teams are multidisciplinary and as a result terminology needs to be clarified and complex ideas simplified. After all, if you can’t explain something simply as a project team, your business won’t understand it and your changes risk being ignored.
- Focus on your outcomes: Clarify what is required from you, where you add value and where your input is wasted. In large teams, using a formal team handbook or management chart can help with this. In programme meetings, clarifying outputs at the end along with clear ownership will help hold people accountable. Avoid getting pulled in different directions as your value will risk being watered down.
- Cultivate a growth mindset: A growth mindset is the belief that your skills and abilities are not set in stone. It is the opposite of a fixed mindset, which is the belief that your skills and abilities are predetermined and cannot be changed. A growth mindset is inherently optimistic and forward looking. Consider being open to new challenges and see them as opportunities.
- Practice mindfulness: Honestly, this is the signal best skill for dealing with uncertainty in all forms of life. Mindfulness is the practice of paying attention to what is happening inside ourselves, and outside ourselves, on a moment by moment basis. Honing this skill allows you to reduce anxiety, improve emotional regulation, boost cognitive abilities and be present with change as it is happening. There are loads of apps like Headspace and Calm which can give you a beginners guide to mindfulness. Alternatively there’s podcasts and YouTube videos of differing quality.
This has been a quick list of headline suggestions on how to manage ambiguity within the workplace. As change managers, no doubt you have your own techniques, so please feel free to make suggestions in the comments and we can expand this list as we go.