Your team is looking to you for answers, but you don’t have many. There are a lot of moving parts, and more’s uncertain than certain. Perhaps your job’s affected and you’re dealing with your own angst.

Meanwhile the work must get done. After all, this could take a while, and suffering results will only make matters worse. How do you inspire confidence in the context of an uncertain future?

It’s not easy. But, acknowledging the uncertainty and helping your team work through it will save a lot of wasted time and emotional energy.

4 ways to help your team thrive in times of uncertainty

“Accepting that the world is full of uncertainty and ambiguity does not and should not stop people from being pretty sure about a lot of things.” ~ Julian Baggini

1. Keep your cool

If you must freak out, do it in private. In uncertain times, nothing will calm and inspire your team more than your “game on” attitude. (read more…)

How do organizations appear when they lack a sense of purpose?

Listless!

Employees feel as if they are drifting on a raft without a rudder. They lack direction as well as motivation. They also feel underappreciated and disengaged. By contrast, when people feel purposeful they are engaged and they put forth the effort to succeed for themselves and by extension the entire organization.

Purposeful organizations apply intention to what they do. Organizations that lack purpose drift and drag and by doing so waste the skills and talents of their employees. (read more…)

“Leaders don’t create followers, they create more leaders.” ~ Tom Peters

Are you in a leadership position? Did anyone on your team or being mentored by you get promoted last year? Is anyone who interacts with you growing at the same rate or greater than you are? My goal for 2015 is to develop more leaders and to accelerate their development.

So thinking what I could do to make 2015 the best year for developing leaders, I thought of 5 attitudes I need to work on. Maybe these will help you too.

Attitude 1: Accept responsibility for your team. Stop complaining about your people. They don’t want to fall short of expectations. They want to be depended upon. Your best people want to be dependable. They want the opportunity to have more responsibility. Let them. If you want your people to lead more, give them opportunities. Stop fixing things for them and stop telling them what to do. (read more…)

The Young Entrepreneur Council is an invite-only organization comprised of the world’s most promising young entrepreneurs. YEC recently launched StartupCollective, a free virtual mentorship program that helps millions of entrepreneurs start and grow businesses. Read previous SmartBlogs posts by YEC.

If you enjoy this article, join SmartBrief’s e-mail list for our newsletters on small business and entrepreneurialism.

Q. What is one way you motivate your team after an unexpected setback?

yec_Kenny Nguyen21. Look for the lesson

When something negative happens, it’s important to remember “if you lose, don’t lose the lesson.” Too often, setbacks are seen as emotional defeats, but when broken down logically, clarity can help a team move on more quickly. By being transparent, open and willing to set your ego aside, you can openly discuss the problem in a way that despite the setback, you’ll be fighting strong again tomorrow. — Kenny Nguyen, Big Fish Presentations

yec_Peter Daisyme2. Take time for reflection

We don’t allow talking about the setback for 24 hours, and we all go out to dinner (on me). (read more…)

“Intellectual tasting of life will not supersede muscular activity. If a man should consider the nicety of the passage of a piece of bread down his throat, he would starve.” ~ Ralph Waldo Emerson, “Experience,” “Essays: Second Series”

Most of us do not receive the luxury of endless contemplation. Most humans through history have not been afforded this. This is a shame, in many ways, but it’s a reminder today, when we have easy access to distractions, endless data we can collect and many incentives to be risk-averse, that even the leading intellectual of his day knew when the time to think was over and the time to act had arrived.

This applies to leaders, of course. Set your goals, and let’s get moving. Decide on whether this employee should be hired (or fired), and do so. Want to change the culture? The easiest way is to actually change the culture. (read more…)