Agile Managers Succeed in Uncertainty
Change is constant. From shifting regulatory conditions to evolving workplace expectations, managers must navigate uncertainty while keeping themselves and their teams focused, engaged, and productive.
Agility, the ability to adapt quickly and effectively, has become a critical leadership skill. That is why we must select people to lead who demonstrate this skill and who are committed to developing and refining it.
Why Manager Agility Matters
Agile managers can change plans, assignments, and direction in response to challenges. They are not overwhelmed by uncertainty, and ensure timely, informed decisions.
Teams that prioritize agility in leadership enjoy:
Stronger Engagement – Employees feel more secure and motivated when leaders can adapt and provide clear direction.
Better Problem-Solving – Agile managers assess situations quickly and adjust their strategies, avoiding stagnation.
Resilience in Change – When leaders remain flexible, teams are better equipped to handle disruptions, whether internal or external.
New managers often face unexpected challenges, from shifting team dynamics to evolving organizational priorities. Developing agility early sets them up for a positive reputation and long-term success.
How a New Manager Can Develop Agility
Agility does not always come naturally, but it is a skill that can be strengthened over time. Here are ways prospective and current managers can improve agility:
Opportunity in Challenges
Agile managers see challenges as opportunities to grow and learn. Instead of fearing mistakes agile managers ask questions, seek feedback from a variety of perspectives, and remain open to approaches they have not considered. Agile managers continuously refine their approach based on experience and evolving circumstances.
Practice: At the end of each week, reflect on what worked, what did not, and how you can improve.
Empathetic Communication
Different situations and people require different leadership approaches. Agile managers assess needs and adjust their leadership style accordingly. For example, the agile leader changes their communication habits to meet an employee or colleague where they are to ensure they can hear the message.
Practice: Observe others' work styles and communication preferences. Intentionally experiment with adapting your approach to better support them.
Comfort with Uncertainty
Navigating the unknown is a huge barrier. People often default to security, predictability, and safety. But leaders must be able to make decisions in the middle of uncertainty and sometimes chaos. Instead of seeking complete certainty, learn to make informed decisions with the best available information.
Practice: When faced with uncertainty, focus on the next best step rather than trying to predict every possible outcome.
Resilience in Change
Resilient managers do not just survive change, they help their teams remain productive in it. Agile managers do not react, they respond. This consistency supports resilience. Ther are flexible, communicate clearly, and remain calm under pressure, and support employees based on their individual needs, even in uncertain situations.
Practice: When leading change, be transparent about what is happening, why it matters, why it is important to them, and how the team will navigate it together.
Manager agility is not about having all the answers, it is about being open, adaptable, and ready to learn. For new managers, developing agility early makes them a manager of choice.