Leading in the Fog
A People First Approach to Leading Through Volatility
January 2025 arrived carrying more uncertainty than answers. New administrations stepped into power, global alliances shifted again, and markets signaled volatility without clear direction. Contrary to popular belief, no organization is ever “far removed” from politics. When people say they do not do politics, the truth is that politics will still do them. The world’s volatility follows us into the workplace: into meetings, decisions, culture, and the emotional climate leaders are responsible for shaping.
This is what leadership feels like now. Not certainty. Not stability. Fog.
Fog in leadership is not the absence of information. It is the presence of too much information and not enough truth. A thousand headlines competing for attention and almost no clarity about what will matter tomorrow. The temptation is to wait for perfect visibility or retreat into endless analysis.
But waiting for certainty is not leadership. It is avoidance disguised as caution.
The leaders who will shape the next era are not the ones who know the most. They are the ones who can stay grounded, present, and human when everything around them is shifting.
Why Volatility Seeps Into Culture
Volatility does not stay outside the door. It enters through people: their worries, hopes, assumptions, and the narratives they build to make sense of instability. Uncertainty influences:
How people speak to one another
What risks they take
How much truth they are willing to offer
Whether they feel agency or fear
How they read leadership silence
When the world feels unpredictable, many employees brace for impact. Psychological safety becomes fragile. Leaders are watched more closely. Small signals become large interpretations. If leaders do not acknowledge the fog, it does not disappear. It becomes the culture.
The Illusion of Control and the Cost of Avoidance
In moments of geopolitical instability, leaders often tighten their grip. More oversight. More directives. More meetings. But control is not clarity. Overcontrol signals anxiety, not confidence. It tells people: “I do not trust you to navigate this” or “I cannot tolerate ambiguity, so I will try to manage it through force.” Avoidance has a cost, even when it looks like restraint. It slows decision-making, erodes morale, quietly breaks trust, and creates confusion that people fill with their own fears.
Clarity Is Not Certainty. It Is Direction.
Clarity in the face of uncertainty is not about predicting the future. It is about naming what you know, naming what you do not know, and stating how you will move forward anyway.
Clarity sounds like:
We do not have all the information, but here is what we are prioritizing today.
This direction reflects our values and our people.
We will adjust as we learn more, and I will keep you informed.
Human Centered Leadership in a Volatile World
Every era creates a myth about what leadership should be. Ours suggests leaders must be endlessly decisive, unshakeable, emotionally neutral, and constantly informed.
Real leadership is quieter, steadier, and much more honest. It is the discipline of being fully human in moments when retreat would be easier. It is the courage to recognize fear without being ruled by it. It is the ability to read the emotional landscape of your team and take responsibility for how people experience uncertainty.
Human-centered leadership is not soft. It is strategic. It prevents reactivity. It strengthens trust. It gives people something steady to hold when the world feels unsteady.
Key Takeaway
Leadership in volatile times is not about certainty. It is about clarity, steadiness, and the courage to stay human when the world feels unsteady.
A Practical Tool: “Steadying Questions”
What is the truth I need to name here? Clarity begins with honesty. Name the core issue plainly. Unspoken truths create confusion and erode trust.
What matters most in this moment? Volatility demands focus. Identify the single priority or value that should guide your next move.
What does my team need emotionally and practically? Leadership balances steadiness and direction. Offer emotional grounding and remove the practical friction that slows people down.
What is the smallest clear step forward? Momentum restores confidence. Choose one step that reduces uncertainty and signals movement.
This ninety-second practice helps reset the nervous system and shifts leadership from reactivity to intention. It centers truth, priorities, and human needs.
📚 Further Reading on Leadership in Volatile Times
Center for Creative Leadership. (2024). Leading through uncertainty. CCL. https://www.ccl.org/articles/leading-effectively-articles/leading-through-uncertainty
🌱 Explores how leadership behavior shapes trust and clarity in volatile periods.
Harvard Business Review. (2019). When you do not know what to do next. HBR. https://hbr.org/2019/11/when-you-dont-know-what-to-do
🌱 Practical guidance for decision making in ambiguous conditions.
Edmondson, A. C. (2019). The fearless organization. Wiley. https://www.amycedmondson.com/books
🌱 Foundational research on psychological safety.
McKinsey and Company. (2025). The state of organizations 2025. McKinsey. https://www.mckinsey.com
🌱 Insights on leadership resilience and adaptability.
MIT Sloan Management Review. (2023). Human-centered leadership for the future of work. MIT SMR. https://sloanreview.mit.edu
🌱 Explains why human-centered leadership is essential in complex environments.
© Susanne Muñoz Welch, Praxa Strategies LLC. All rights reserved.