How Can Organisations Master Ambiguity?
Ambiguity tolerance stands out as the new "super capability" that not only boosts current performance but also supports overall well-being.
What exactly is ambiguity tolerance?
It refers to how comfortable someone feels when faced with new, complex, or contradictory situations. People's tolerance levels can vary, ranging from avoidance to attraction. Those with higher tolerance levels, drawn to ambiguity, are better equipped to handle such circumstances, enabling them to solve problems more efficiently and with less stress.
Is the future uncertain?
The uncertain landscape outlined by reports like the World Economic Forum's 2023 Global Risk Report highlights a need to adapt to traditional and emerging risks. These include issues such as inflation, social unrest, geopolitical tensions, and newer challenges such as technological developments and climate change.
Amid these challenges, employers face additional complexities, from upcoming employment regulations to shifts in workforce demographics and expectations. The convergence of these factors sets the stage for what experts describe as a uniquely uncertain and turbulent decade ahead.
Can ambiguity take a toll?
Managing uncertainty isn't easy. Ambiguity can be inherently stressful, triggering our brain's fight or flight response. This stress can impede decision-making and performance, affecting leaders and employees alike. Research suggests that leaders may struggle more with ambiguity, which can impact their effectiveness and stress levels.
That's why it's important to be vigilant for indicators that your organisation might struggle with ambiguity. These signs can include:
Slow Progress: A sluggish pace may indicate that employees are overwhelmed by the volume and complexity of their tasks.
Lack of Momentum: Employees may appear frozen, like deer in headlights, unable to maintain focus, make decisions, or be productive in the face of ambiguity or uncertainty.
Focus on the Status Quo: If there's a reluctance to embrace change and innovation, it suggests that people are stuck in old ways of thinking and resistant to exploring new solutions.
'Can't-Do' Attitude: Instead of seeking opportunities, employees may focus on obstacles and limitations, hindering their ability to adapt and find alternative perspectives.
Decision Delay: Important decisions may be postponed due to a lack of complete information, causing delays and impeding progress.
Giving Up Easily: Employees may display a tendency to give up too easily, unwilling to take risks or try new approaches due to a fear of failure and setbacks.
How can managers/leaders navigate ambiguity?
Being aware and present without feeling overwhelmed, enabling control over thoughts and emotions.
Influencing others and taking control of situations without resorting to aggression or confrontation.
Minimising distractions and concentrating on the task at hand, particularly in unfamiliar or ambiguous environments.
Moving forward and embracing change rather than dwelling on past experiences or setbacks.
Exploring unconventional ideas and perspectives to solve problems or seize opportunities.
Thinking innovatively and exploring alternative approaches to find novel solutions, often by stepping outside traditional boundaries.
Facing fears and uncertainties, speaking truthfully, and taking proactive steps toward the unknown.
Adapting strategies as circumstances evolve, embracing diverse viewpoints, and avoiding rigid adherence to a single approach.
Bottom-line
Identifying and addressing these signs can help cultivate a culture of ambiguity tolerance within the organisation, encouraging adaptability and innovation in the face of uncertainty.