Dealing with uncertainty + ambiguity is an indicator of team & organizational health.
The higher the rate of change the higher the ambiguity.
Understanding how people on teams are given + accept accountability & authority helps identify what is & is not working.
With high change we know less about what to do, how to do it, the path to take or not to take, & who should or should not have the authority to complete team tasks. Nobody can predict all the options & know what will work in advance.
Team members can be certain about extreme areas accountability & authority.
Up to this defined point I have authority to make decisions & know that I am held in account to complete these tasks.
Beyond that point it is certainly beyond my authority to decide & I am certain I cannot be held in account to complete those tasks.
- Between these 2 extremes is a wide crevasse of uncertainty.
- Between these 2 extremes is where individual discretion counts.
- Between these 2 extremes is where complexity can be observed.
- Between these 2 extremes is where managers add value.
- Between these 2 extremes is where your team flourishes or withers
What do you think?
How should teams deal with uncertainty? What has worked for you?