Authentic Leadership in Uncertain Times

I’ve been hearing a version of this question over and over again in leadership workshops lately:

“How do I show confidence in leading through change when I don’t feel it myself? I’m meant to be positive, authentic, and say it’s all going to be okay — but what if I’m not sure it is?”

It’s a real, raw question. Especially in a year like 2025, where scanning the news doesn’t exactly fill you with hope — and leading through yet another wave of disruption can feel like a performance you didn’t sign up for.

The last five years have been a whirlwind of crises—pandemic pivots, economic shocks, social upheaval, and global events that shift faster than headlines can keep up. And 2025 isn’t slowing down.

Through it all, leaders face contradictory demands:

• Project unwavering confidence. But be transparent about challenges.
• Maintain team morale. But don’t be inauthentic.
• Show strength. But embrace vulnerability.

That’s a tall order when you’re also human—wrestling with your own doubts, stress, and exhaustion behind the scenes. If I’m supposed to be authentic, shouldn’t I own that sometimes I’m not really feeling it? Yet if I’m supposed to lead effectively, don’t I need to project stability?

So what do we do when we’re caught between these competing expectations… while internally googling “How to lead in a never-ending plot twist?” How do we reconcile the authenticity our teams deserve with the assurance they need?

Why Authentic Leadership Matters Now More Than Ever

The best leaders aren’t performing with certainty. They’re practicing something better: being honest about now, and hopeful about next.

And it couldn’t be more necessary right now because trust in leadership is on shaky ground. The 2025 Edelman Trust Barometer reports that 68% of people believe business leaders purposely mislead them — by saying things they know are false or wildly exaggerated.

So What Are Great Leaders Doing Instead?

Here’s what the best leaders are doing instead of faking positivity or offering false certainty:

• They name what’s real, without catastrophising  it.
• They share what they do know, and  are transparent about what they don’t.
• They communicate direction, not certainty.

And they do it all in small, steady moments that build clarity, trust, and momentum.

“No legacy is so rich as honesty.” – William Shakespeare

Micro-Moves That Make a Big Difference

Being an authentic leader amid uncertainty doesn’t mean oversharing your every doubt in the Monday stand-up. Sometimes, it’s as simple as a moment of realness — the kind that reminds your team you’re not a motivational quote machine, you’re a human being leading with intention.

Here are a few micro-moves that go a long way:

• Start your Monday meeting with clarity + curiosity: “Here’s one thing I know for sure this week… and here’s something we’re still learning our way through.”
• Name the direction, not the destination: “This might evolve, but here’s where we’re pointing the ship right now.”
• Model vulnerability as strength, not weakness: “I don’t have all the answers — but I’m committed to asking the right questions, and walking this road with you.”
• Ask better check-in questions: Instead of the old “How’s it going?”, try: “What’s feeling most energising or challenging for you this week?” or “What’s one thing I can help unblock?”

The magic of these micro-moves isn’t just what they do for your team — it’s what they do for you. They create a middle path between pressure-cooker positivity and overwhelming honesty. They give you a way to be both human and hopeful. Both authentic and action-oriented.

As we navigate this era of perpetual disruption, perhaps the most powerful leadership skill isn’t projecting unshakable confidence. It’s demonstrating that even in uncertainty, we can move forward with intention, together.

And honestly? That’s a whole lot easier to sustain than pretending you’ve got it all figured out.