Leading Through Uncertainty - Why Over-Communication Isn't Optional

Change is inevitable in leadership - but it’s rarely easy.

When a new leader steps in, the uncertainty can feel like a fog rolling through a team. People wonder: What will change? Will I still have a voice? Do I still belong here? That silence, that space between what they know and what they fear, gets filled with assumptions - and not always accurate ones.

That’s why in times of change, communication isn’t just important - it’s critical. In fact, over-communication becomes a leadership superpower.

When people are scared, they don’t just need answers - they need clarity, consistency, and connection.

Fear fills in the blanks.

When people aren’t told what’s going on, they will fill in the gaps. And those stories are often built around worst-case scenarios. They need to know:

• What is expected of them?

• Why are we heading in this direction?

• How will this change impact their role and their future?

Set Expectations. Tie into the “Why.”

Teams need clarity around what is expected, but they also need to know why it matters. During uncertainty, linking every decision back to a larger purpose helps create shared meaning.

If your team is being asked to adapt to new processes, explain how those changes support better outcomes for patients, clients, or team members. If you’re rolling out new performance standards, ground them in the values that drive your organization. People can handle hard changes if they understand the reasons behind them and if they feel included in the journey.

Communication Builds Trust. Trust Fuels Momentum.

Think of communication during transition like pouring a foundation. The more solid and consistent it is, the more your team can build on it...initiative, collaboration, resilience.

But when that foundation is shaky, when there are whispers of change with no official word, or inconsistent messages from different leaders - teams falter. Productivity dips. Engagement wanes. Turnover starts to creep.

New Leadership is a Cultural Moment

A leadership change is more than a shift in reporting structure, it’s a cultural moment. Teams are looking to see not just what the new leader will do, but WHO they are. This is a critical window where trust can be built...or lost. One of the most powerful things a new leader can do is establish rapport early. Introduce yourself with transparency, share your values, and be clear about what success looks like. When you proactively invite your team into the “why,” you remove space for confusion and build trust instead.

When teams feel left out of the loop, they’ll write their own narrative. And often, those stories are rooted in fear. But when leaders communicate with intention and heart, they can shape a shared story - one of hope, purpose, and new opportunity. New leaders who take time to explain their values, leadership style, and decision-making approach create a bridge of familiarity in unfamiliar territory. When teams feel seen, heard, and informed, they engage. They begin to believe: “Maybe this change is a good thing.”

New leadership doesn’t have to be something teams fear. It can be a positive turning point, if navigated with empathy, structure, and frequent check-ins.

So say it again. And then again. Your team isn’t tired of hearing it...they’re waiting for it.