Managing Uncertainty: Showing Resilience in Times of Ambiguity

4-minute read

Written by Justin Deonarine, I/O Psychologist

In our 4-part series in managing uncertainty in the workplace, we’ve explored:  

  1. What Uncertainty looks like at work, and how it affects individuals and teams.
  2. How Flexibility influences our ability to manage uncertainty. 
  3. The role of Planning and how individual preferences shape how we respond to uncertain situations. 

In this final post of the series, we will explore how Stress Tolerance influences your ability to navigate uncertain situations.

Why stress tolerance matters 

After planning how we will respond to the uncertainty that we are facing, we need to consider how we can manage the stress of navigating the associated ambiguity. In other words, how much resilience will we need to show? Will it be an easy situation to manage, or will it require some tough decisions and the ability to manage new demands? 

This brings us to the concept of Stress Tolerance, or one’s capability to manage high stress situations in a calm and effective approach. This concept is drawn from the Work Personality Index® assessment and directly relates to how a person responds to and manages the stress of ambiguity and uncertainty. 

How do you react under stress?  

Consider these questions: 

  • Am I calm or nervous during stressful situations? 
  • When faced with new or numerous demands, do I become tense or react with ease? 
  • Do I worry about things that are beyond my control? 

Based on your answers above, would you consider yourself possessing a lower or higher level of stress tolerance?   

Those with lower Stress Tolerance tend to…  Those with higher Stress Tolerance tend to… 
  • Become tense when faced with many tasks
  • Quickly become nervous in stressful situations
  • Worry about things that are beyond their control 
  • Cope with many demands
  • React calmly in potentially stressful situations
  • Not worry about things beyond their control 

 

How you can help individuals in uncertain times 

Similar to previous posts, the first step would be to take time to consider the person you are trying to help.  

  • Do they maintain a calm demeanour when faced with stressful situations, or do they show their nervousness? 
  • Do they find managing demands stressful, or do they seem at ease when facing many demands? 
  • Do they express concern about things beyond their control? 

Would you classify the individual as having higher or lower resiliency? Based on your answers, consider the advice below. 

For those with lower Stress Tolerance…  For those with higher Stress Tolerance… 
  • What information could help this individual maintain their calm? Do they need time to digest or assemble a plan? Could maintaining part of their routine help them maintain a sense of normalcy? 
    • By helping them focus on and fulfill some of their other needs, they may find it easier to navigate uncertainty. 
  • Is there a way to help this individual prepare for the uncertain times ahead? This could require sharing more information or addressing their concerns. 
    • This is particularly helpful as a preventative measure, but would be best implemented when change is approaching (rather than when it has already arrived). 
  • Are they simply not worrying about things beyond their control, or are they checked out?  
    • Ensure that these individuals are reacting calmly and coping with the stressful situation at hand, and are not actually disengaged. The two reactions may look similar. 
  • Have this individual support others during stressful times by sharing how they cope with the challenges they are facing. 
    • Letting these individuals harness their strength could help others find a source of calm. 

If you notice that someone on your team behaves differently when navigating uncertainty, consider the strategies above to help support them. Everyone experiences stress differently, but understanding who is more or less susceptible to stress can help you create a psychologically safe environment for everyone. 

Check out parts 1 - 3 in our Managing Uncertainty series:

Part 1: Facing Uncertainty at Work: What It Looks Like—and What to Do About It

Part 2: Managing Uncertainty: Flexibility at Work

Part 3: Managing Uncertainty at Work: The Relief of a Plan

Justin M. Deonarine is an Industrial/Organizational Psychologist with Psychometrics Canada. He specializes in the application of data-driven decision-making to areas such as selection, leadership and corporate culture. He has worked with organizations around the world, from local non-profits to multinational corporations. Justin enjoys sharing his experience and knowledge with others, having published articles about leadership, corporate culture, diversity, emotional intelligence, innovation and entrepreneurship for a variety of business and HR resources. 

 

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