Managing Ambiguity

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Descriptions to Discuss

Under Skilled

• Has a high need for control, wanting to have a clear plan and immediate answers for everything

• Struggles to make decisions without all the information, leading to delays and inaction

• Is uncomfortable with the unknown, creating an environment of anxiety and stress

• Sticks to what is known and has worked in the past, hindering innovation and growth

• Struggles to communicate effectively in the face of ambiguity, leading to misunderstanding and fear

• Fails to lead by example during times of ambiguity, lowering team morale and trust

• Avoids risks due to fear of failure or making a mistake, hindering progress

Rightly Skilled

• Embraces uncertainty and views it as an opportunity for innovation and creative problem-solving

• Can make informed decisions even when not all information is available, trusting in their ability to adapt as more information becomes available

• Encourages a culture of learning and experimentation, helping the team to grow in uncertain times

• Encourages novel ideas and is open to exploring uncharted territories for the organization’s benefit

• Demonstrates clear and effective communication, even when the future is unclear, instilling confidence in their team

• Is a role model during uncertain times, showing resilience and optimism, which inspires the team

• Balances risk and reward, understanding that calculated risks can lead to significant gains

Over Skilled

• Constantly changes strategies and plans, leading to instability and lack of direction

• Makes impulsive decisions without waiting for any data or context, leading to poor outcomes and unnecessary risk

• Embraces uncertainty to such an extent that there’s a lack of structure and clear guidelines, causing confusion and inefficiency

• Chases every new idea or trend without considering if it’s suitable or beneficial for the organization, leading to waste of resources

• Over-communicates and frequently changes messaging, causing uncertainty and doubt among team members

• Overemphasizes positivity and dismisses the potential risks or challenges, leading to unrealistic expectations and potential failure

• Takes excessive risks without proper evaluation, potentially jeopardizing the stability of the organization

Resources to Review

1. Coaching Worksheet on Managing Ambiguity (Westbrook Resource)

2. Book: “Thinking, Fast and Slow” by Daniel Kahneman. This book explores the two systems of thought that drive our decisions.

3. Video: “Uncertainty is Much Better Than It’s Reputation” TEDx Talk by Mandy B. She discusses how to embrace uncertainty and use it as an opportunity for growth.

4. Article: “The Effective Decision” by Peter F. Drucker, Harvard Business Review. It discusses the best practices for effective decision-making.

5. Video: “How Great Leaders Inspire Action” TED Talk by Simon Sinek. It explains how leaders can inspire cooperation, trust and change.

6. Video: “Your Body Language May Shape Who You Are” TED Talk by Amy Cuddy. It discusses how body language can impact our decisions and interactions.

7. Video: “The Dance Between Certainty and Uncertainty” TED Talk by Bella Glanville. It highlights problems that can result from insisting on certainty.

8. Article: “10 Tips for Strategic Planning in the Face of Uncertainty” by Eric Douglas, Forbes. The article offers practical tips for planning in uncertain times.

9. Video: “Why the Best Leaders are Vulnerable” TEDx Talk by Tracy Young-Pearse. It discusses how vulnerability can be a strength in leadership.

10. Video: “The Power of Vulnerability” by Brene Brown, TED Ideas. This video discusses the power of being vulnerable as a leader during change.

11. Video: “How to Make Hard Choices” TED Talk by Ruth Chang. It offers a new framework for shaping who we truly are.