Leading Through Ambiguity. Why Alignment Matters More Than Certainty.

The Role of Change Management in Ambiguous Environments
Part 4 of 4 in our VUCA Series: Ambiguity

In some change situations, the challenge isn’t speed, volume, or even risk. It’s this: no one agrees on what’s really going on.
Teams hear the same message and walk away with different understandings. Leaders push forward with strategies that are clear to them but unclear to everyone else. Projects stall—not because people aren’t trying, but because the direction itself is open to interpretation.

This is ambiguity, the final element in our VUCA series.

If volatility is about rapid change and uncertainty is about the unknown, ambiguity is about unclear meaning. You have information, but it’s incomplete, conflicting, or hard to interpret. There’s no obvious playbook. No shared assumptions. And often, no agreement on what success looks like.

What Ambiguity Looks Like at Work

Ambiguity can show up in all kinds of ways:

• A strategic shift where different departments define the goals differently

• A new market or technology where there are no clear benchmarks or customer norms

• A transformation project where some see it as a culture shift, others as a system upgrade

In ambiguous environments, alignment breaks down easily. Everyone moves with good intent—but not in the same direction.

Why Ambiguity Is So Hard to Navigate

People tend to cope with ambiguity by trying to impose clarity quickly. But when meaning is still evolving, that rush often creates more confusion.

You may notice:

• Miscommunication across teams

• Conflicting interpretations of the same strategy

• Leaders hesitating to act for fear of getting it wrong

• Projects needing constant rework due to misalignment

Ambiguity slows down decision-making, increases frustration, and often leads to friction—not because people are resistant, but because they’re unclear.

So What Helps? A Change Methodology and Change Capability.

When ambiguity is high, leaders often feel pressure to provide the “right” answer. But what teams need most is a shared frame of reference—a way to make sense of ambiguity together.

This is where LaMarsh’s Managed Change™ methodology plays a vital role. It doesn’t just provide structure—it enables teams and leaders to reduce ambiguity through alignment, shared understanding, and deliberate planning.

The methodology offers:

• A clear process for defining and refining the future state, even when it’s still evolving

• Stakeholder involvement that uncovers misalignment early and builds shared meaning

• Structured communication plans that clarify intent and test understanding

• Support for sponsors who must lead through ambiguity without always having full clarity themselves

With strong change capability in place, organisations can create clarity where there is none, align teams even when direction is fluid, and help people stay engaged through ambiguity.

You don’t need perfect clarity to move. You need a shared sense of meaning.

Practical Ways to Lead Through Ambiguity

• Name the ambiguity
  Acknowledge it directly. Saying “This is still taking shape” sets realistic expectations.

• Involve others in meaning-making
  Ask how people interpret the situation. Don’t assume alignment—build it.

• Use scenarios instead of single outcomes
  Share possible directions. Create room for adjustment.

• Reconnect with the “why”
  If the future state feels fuzzy, go back to the purpose. Reaffirming why the change is happening builds direction and trust.

• Align around purpose and values
  If outcomes are unclear, reinforce what won’t change.

• Revisit and refine
  Build regular touchpoints to test understanding, adjust direction, and keep teams moving together.

Ambiguity Is a Leadership Moment

Leading through ambiguity isn’t about waiting for the answers. It’s about helping people move forward together, even when the answers are still emerging.

Organisations with strong change capability and a structured methodology like Managed Change™ are better equipped to reduce confusion, build alignment, and keep momentum through the fog of ambiguity.

That’s what turns ambiguity from a barrier into an opportunity to lead.

Curious how to strengthen your organisation’s change capability?

Let’s talk. We’ll help you equip your teams and leaders to move through ambiguity with more confidence and clarity.

Join our next Masters of Managed Change™ Program or connect with us for a personalised consultation.