Written By Cari Borden
Change is hard enough when it’s guided by strong, steady leadership. But what happens when the leader responsible for the transition is just as disoriented, overwhelmed, or checked out as the rest of the team?
The truth is, not every leader is built for navigating change, and yet, we still have work to do, goals to meet, and people depending on us. So, what now?
🔍 The Elephant in the Zoom Room: Leadership Drift
Some signs your leader is lost in the fog of change:
- Plans keep shifting with no explanation
- You’re told to “trust the process” but the process changes weekly
- You leave meetings more confused than when you entered
- Silence or avoidance replaces clarity
It doesn’t always mean bad intent, it just means they’re in over their head. But pretending they’re not, only creates more chaos.
🚫 What NOT to Do:
- Don’t wait for clear direction that isn’t coming. Waiting for leadership to stabilize before you act will sink you.
- Don’t vent downward. Your frustration might be valid, but venting to peers or your team just spreads more uncertainty.
- Don’t go rogue. Autonomy is great, but completely bypassing leadership can backfire.
🧭 What TO Do: Lead From the Middle
You don’t need a title to be the steady hand in the storm. Try this:
- Clarify what you do know. Anchor your team in facts and agreed priorities, even if they’re small.
- Ask intentional questions. Instead of “What are we doing?” ask “What’s the problem we’re solving right now?”
- Share progress upward. Leaders often appreciate a nudge of clarity more than you realize. Be the one to provide it.
🧠 Practice Micro-Leadership
You may not control the change, but you can:
- Set focus for your immediate team
- Keep comms consistent and emotionally intelligent
- Celebrate small wins to keep morale from bottoming out
- Document confusion without blame, then offer solutions
⚠️ Know When to Swim, Not Sink
There’s a difference between a leader who’s struggling and one who’s creating dysfunction.
If clarity never comes… if blame starts trickling downward… if communication disappears…
It’s not just fog, it’s a red flag.
Protect your own well-being. Influence where you can. Exit when you must.
🔚 Final Thought:
“Leadership in change isn’t just about strategy, it’s about stability. If the captain can’t steer, be the compass. But don’t chain yourself to a sinking ship.”
Need some help managing change? Find me on Fiverr. message me. You don’t have to do it by yourself.
Lead With Your Heart 
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