Leadership NOW

6 Critical Principles for Leading in Uncertain Times

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We are thrilled to bring you a guest post by Omar Halabieh, a global technology executive with over 20 years of experience and currently the Director of Software Engineering — Access Management Systems at Amazon. Omar has been recognized as a LinkedIn Top Voice and is ranked the #1 LinkedIn Arab World Creator in Management and Leadership.

What you’ll learn: Omar walks you through his 6 principles to lead in uncertain times, including—his listening mechanisms, transparent communication practices, the optimism flywheel, his “Progress Wall”, the “Control Circle” framework to channel focus and energy, effective visibility practices, and his self-care mandates.

Follow Omar on LinkedIn for daily leadership and career advice - and visit his website for 35+ (free) resources.

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The pace of change in today's world is unprecedented.

As the saying goes, "Change has never been this fast, and it will never be this slow again." We're witnessing this acceleration across every dimension of our professional lives:

• Macro level: Economic volatility, geopolitical tensions, and rapid technological advances like AI are reshaping entire industries overnight

• Industry level: Shifting competitive landscapes, emerging business models, changing employment markets, and evolving customer expectations

• Company level: Reorganizations, strategy pivots, and the constant pressure to innovate and adapt

• Individual level: The need to continuously upskill, adapt to new ways of working, and manage increasing complexity

This constant change breeds uncertainty, and how leaders respond to this uncertainty can make or break their teams' success. I learned this lesson the hard way early in my leadership journey. When faced with uncertainty, I believed I needed to have all the answers before engaging with my team. If I wasn't completely sure about something, I would avoid discussing it altogether. This approach, while well-intentioned, created a vacuum that quickly filled with rumors, anxiety, and speculation.

What I've learned over two decades in tech leadership is that the most effective leaders don't shy away from uncertainty—they embrace it. They acknowledge what they don't know while maintaining optimism about the path forward. Most importantly, they build trust by keeping their teams informed every step of the way, even if the update is "We're still figuring this out, and here's what we know so far."

Having led teams through multiple tech cycles, acquisitions, and transformations, I've identified 6 essential leadership principles that become even more critical during times of greater uncertainty. These principles aren't theoretical—they're battle-tested approaches that can help any leader steer their team through challenging times while maintaining trust, focus, and momentum.

1. Listen Actively (Really Listen)

Leadership starts with listening—not to hear, but to understand. During uncertain times, this becomes even more critical for two powerful reasons: your team needs to feel heard, and they often have valuable insights from the front lines that can help navigate uncharted territory.

A common mistake leaders make—one I've made myself—is jumping straight into solution mode. But during uncertain times, people often don't want you to fix their problems; they want to feel heard. This act of listening itself helps release stress and anxiety. I've learned to ask, "Do you want me to just listen, or would you like help solving this?" before offering solutions.

Also, when facing challenges, your team can be your greatest resource. I've found that sharing constraints with my team and inviting their ideas for solutions often leads to surprising innovations. For example, when we needed to refocus our resources, I asked the team, "What could we stop doing to re-energize our growth?" The ideas they generated not only solved immediate problems but also built trust through inclusion in the decision-making process.

An important note here is that not everyone feels comfortable sharing in the same way, so it's crucial to provide various feedback channels, both structured (e.g. anonymous pulse surveys, skip level meetings, all team meetings) and unstructured (e.g. informal coffee chats, virtual water cooler channels and walking the floor), through which your team can feel comfortable opening up.

To make these listening mechanisms truly valuable, consider the following:

1. Implement at Multiple Levels

   • Don't limit listening channels to just senior leadership

   • Train managers at all levels in active listening (e.g. using "repeat back" exercises in difficult conversation role-plays)

   • Create feedback loops within and across teams

2. Foster Inclusive Participation

   • Consider different time zones and work schedules

   • Account for varying comfort levels with speaking up (e.g., offering "async first" options for team input)

   • Recognize that uncertainty may impact different groups differently

   • Monitor participation across levels, geographies, and teams

3. Close the Loop

   • Act on feedback to the extent possible

   • Explain why certain suggestions can't be implemented

   • Communicate what you heard and what you're doing about it

   • Thank people for sharing, especially when they raise difficult topics

   • Track common themes and questions to gauge progress

4. Iterate and Improve

   • Regularly assess which channels are most effective

   • Ask for feedback on the listening mechanisms themselves

   • Be willing to experiment with new formats

The most important aspect of listening isn't the act itself—it's what comes after. When team members see their input leading to concrete changes, they become more engaged and more likely to speak up in the future.

2. Communicate Transparently (Again and Again)

Transparency isn't just about sharing information—it's about building trust. I've learned that even difficult news is better than no news, and people can handle tough realities during uncertain times. What they can't handle is being kept in the dark.

In times of uncertainty, I've found these practices essential for maintaining transparent communication:

1) First, establish regular rhythms of communication - predictability builds trust:

• Weekly stand-ups with clear updates on company direction and challenges

• Structured all-teams meetings that blend company updates with open Q&A

• Office hours where no topic is off-limits

• Documentation of key decisions and their rationale in an accessible format (e.g. shared document)

• Clear acknowledgment of what we know, what we don't know, and when we expect to know more

2) Then, reinforce these messages across multiple channels:

• Live sessions for immediate interaction and connection

• Recorded sessions for those in different time zones

• Written summaries for reference and clarity

• Small group discussions for deeper dialogue

• Individual check-ins for personal concerns

The point is to repeat key messages until you feel like you're overdoing it—and then repeat them some more. When you think you've communicated enough, you're probably only halfway there. In uncertain times, people need to hear things multiple times and in different ways before they fully absorb and trust the message. Communication failures are almost always a result of one party thinking they have expressed something sufficiently, while the other party still has not received the message. As George Bernard Shaw wisely noted, "The single biggest problem in communication is the illusion that it has taken place."

Transparency, however, requires thoughtful navigation. It's crucial to take every concern seriously—I've seen how quickly trust can erode when leaders dismiss worries that feel very real to their teams. At the same time, we must be careful not to make promises we can't keep.

The void created by unclear or insufficient communication inevitably fills with speculation, often leading to worst-case scenarios that can paralyze teams. I've found that the best antidote is a consistent rhythm of honest, two-way dialogue.

3. Cultivate Optimism (With Reality Checks)

"One of the most important qualities of a good leader is optimism, a pragmatic enthusiasm for what can be achieved. Even in the face of difficult choices and less-than-ideal outcomes, an optimistic leader does not yield to pessimism. Simply put, people are not motivated nor energized by pessimists."

- Bob Iger, CEO of Disney

These words from Bob Iger resonate deeply with my leadership experience. Optimism in leadership isn't about denying challenges—it's about maintaining confidence in your team's ability to face them head-on and overcome them. This optimism becomes especially crucial during uncertain times, and it acts as a flywheel for progress: optimism drives action, action creates progress, progress builds confidence, and confidence reinforces optimism (see diagram).

Source: The power of learned optimism

I witnessed this flywheel effect firsthand during a particularly challenging quarter when we were missing our operational targets. The easy path would have been to focus on the gaps and shortfalls. Instead, we chose to implement what we called a "Progress Wall" where teams could post their small wins and learnings. This simple practice transformed our team's energy. While the challenges didn't disappear, our collective ability to tackle them strengthened as we recognized the progress we were making, even in small increments.

Maintaining pragmatic optimism requires intentional effort and specific practices. Here's what I've found to be most effective:

1) Start with Wins

• Begin every team meeting by highlighting progress, no matter how small

• Celebrate individual and team achievements publicly

• Share customer success stories that remind us of our impact

• Recognize effort and learning, not just outcomes

2) Break Down the Mountain

• Transform overwhelming challenges into manageable steps

• Create clear, achievable milestones that build momentum

• Focus on the next step rather than the entire journey

• Celebrate progress at each milestone

3) Share Bright Spots

• Actively seek and communicate success stories from across the organization

• Connect teams to share learnings and victories

• Highlight examples of innovation and problem-solving

• Use these stories to demonstrate what's possible

4) Learn from Setbacks

• Treat setbacks as learning opportunities rather than failures

• Focus discussions on "What did we learn?" and "What's next?"

• Share your own learning moments to normalize growth through challenges

• Use retrospectives to identify both what worked and what to improve

5) Create Visibility

• Maintain visual trackers of progress and milestones

• Share metrics that show movement, even if incremental

• Make success visible and tangible to everyone

If you continuously implement these steps, you will find that your team grows more optimistic and resilient.

4. Keep the Team Focused (On What They Control)

In times of uncertainty, it's easy for teams to get distracted by factors outside their control. Anxiety about market conditions or industry changes can paralyze even the most capable teams. To combat this, I use what I call the "Control Circle" framework—a practical tool that helps teams channel their energy where it matters most.

The Control Circle framework divides factors affecting our work into three concentric circles:

Inner Circle (Direct Control)

• Daily work execution (software development, testing, design)

• Team interactions (sprint meetings, one-on-ones, collaboration)

• Personal development (developing new skills, honing existing ones)

• Customer interactions (understanding needs, addressing issues)

Middle Circle (Influence)

• Cross-organizational collaboration

• Company investments and resource allocation

• Policy changes and process improvements

Outer Circle (Awareness)

• Market conditions

• Industry trends

• Economic factors

The power of this framework lies in its clarity: focus your primary energy on what you can control directly, engage strategically with what you can influence, and stay informed about—but not consumed by—external factors.

To apply this: I often remind my teams that we serve ourselves and the organization best by taking decisive action in our sphere of control. Otherwise, anxiety about external factors can become a self-fulfilling prophecy, affecting our performance in areas where we could have made a difference.

I make a point of keeping our goals visible and regularly sharing progress updates. Whether through visual dashboards, weekly metrics reviews, or celebration of incremental wins, this constant reinforcement of what we can impact helps keep the team's energy focused on actions that drive results rather than concerns that drain motivation.

This focus-driven approach naturally connects to maintaining optimism. Each small win in our control circle builds confidence and resilience, enabling us to better handle whatever challenges the outer circle might bring.

Source: Learning Loop

5. Double Down on Empathy (The Often-Forgotten Essential)

In high-pressure work environments, empathy is essential for team performance and retention. Through years of leadership experience, I've learned that true empathy goes beyond surface-level check-ins to understanding and supporting team members as whole people, especially during times of uncertainty.

One practice I've found particularly powerful is "empathy mapping" during one-on-ones. This structured approach helps create deeper understanding through four key questions:

• What are you excited about?

• What are you worried about?

• What support do you need?

• What barriers are in your way? How can I help you overcome these?

The key to making these conversations meaningful lies in how you engage. Lean into your curiosity, suspend judgment, and avoid becoming defensive. When team members share concerns, use phrases like "I can understand why you feel this way" to validate their experiences. The goal isn't to fix things immediately, but to truly understand their perspective.

As you practice empathy, pay attention to patterns and changes over time. Look for what people are thinking, feeling, doing, seeing, saying, and hearing. Notice if someone's energy shifts from one week to the next, or if their concerns evolve. Are things improving or deteriorating? Understanding these patterns helps you provide better support and intervene early when needed.

When people feel genuinely understood and supported, they're more resilient, more engaged, and better equipped to navigate uncertainty together.

6. Be Available and Visible (Beyond Just Showing Up)

Your visibility during uncertain times signals comfort, engagement, and commitment to your team, leaders, and other stakeholders around you. More importantly, how you show up matters just as much as showing up itself—your energy is contagious, capable of either having a calming effect or amplifying anxiety across the organization.

I've learned that being visible goes beyond physical presence. It encompasses making the entire leadership process transparent: priorities, decisions, expectations, and progress all need to be as visible as you are. This multi-dimensional visibility creates clarity and builds confidence during uncertain times.

Effective visibility practices I've developed over the years:

1) Be Predictably Present

• Regular office hours (virtual and in-person)

• Informal coffee chats or virtual meetups

• Quick response times on critical communications

• Regular walking-the-floor time

• Scheduled visits to distributed team locations

2) Make Leadership Transparent

• Clear communication of priorities and goals

• Visible project and initiative tracking

• Transparent decision-making processes

• Regular updates on progress and challenges

• Open sharing of expectations and success criteria

3) Manage Your Energy

• Show up with intention and purpose

• Maintain calm during crisis moments

• Demonstrate confidence without dismissing concerns

• Bring appropriate energy to different situations

• Model the behavior you want to see

The key is finding the right balance—being present without being overwhelming. Your team needs to know they can reach you when needed, but they also need space to execute and solve problems on their own. Your presence sets the tone for your entire organization, making it essential to bring clarity, confidence, and calm to every interaction.

Source: Marie-Claire Ross

The Critical Foundation: Self-Care

You can't pour from an empty cup. Leadership during uncertain times is emotionally and mentally demanding; it often requires us to be a steady anchor for our teams while navigating our own concerns and pressures.

Early in my career, I made the mistake of thinking that putting the team first meant putting myself last. I would skip meals, sacrifice sleep, and push through exhaustion in the name of being "always available." The result was deteriorating decision-making abilities, shortened patience, and ultimately, less effective leadership. This taught me an invaluable lesson: taking care of yourself isn't selfish—it's a crucial investment in your team's success.

Here’s how I do it:

• Regular sleep schedule (even during crunch times): 10:30-11:00 pm to 6:30 am.

• Nutritious meals (fuel). I prioritize protein with every meal for muscle synthesis, sustained energy, and satiation.

• Protected time for exercise: it's on my calendar 3x a week, like any other important meeting.

• Regular health check-ups (prevention is the best cure)

• Professional support network, coaches and/or mentor relationships: Currently working with a public speaking coach to improve on video, interview, and stage appearances.

• Quality time with family: Stargazing with my 6-year-old son and wife through our telescope, exploring planets and constellations together

When you prioritize your well-being, you model healthy boundaries for your team and build sustainable leadership practices that benefit everyone.

Moving Forward

Leading through uncertainty isn't about having all the answers—it's about creating an environment where your team can navigate challenges together. Start where you are, implement one principle at a time, and be consistent rather than perfect. Your team doesn't expect you to have all the answers, but they do expect honesty, presence, and genuine care for their success and well-being.

Remember: The goal isn't to eliminate uncertainty—it's to build a resilient team that can thrive in spite of it.

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Thank you Omar for sharing your battle-tested advice and practices.

Omar Halabieh is a global technology executive with over 20 years of experience and current the Director of Software Engineering at Amazon. Omar has been recognized as a LinkedIn Top Voice and is ranked the #1 LinkedIn Arab World Creator in Management and Leadership.

Follow Omar on LinkedIn for daily leadership and career advice - and visit his website for 35+ (free) resources.

Come meet Ethan, Omar, Raj and other leaders at our in-person Level Up meetup on May 8 (Thursday) in Arlington, VA / Washington DC where they will host a networking activity and give a career talk followed by Q&A. RSVP here.

If you want more leadership insights from Omar, watch his below chat with Jason on YouTube or read the takeaways.

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