How Great Leaders Turn ‘I Don’t Know’ Into Opportunity

“I don’t know” might be the most impactful words you can utter as a leader.

In a world where change often feels like the only constant, leaders are finding themselves grappling with a daunting truth: you don’t have all the answers. And that’s okay. In fact, acknowledging that uncertainty can be one of the most powerful leadership moves you ever make.

Macro changes are happening all around us—politics, global events, climate disruptions. These aren’t abstract issues; they ripple into our micro worlds, including the workplace. Employees are distracted, stressed, and sometimes just trying to make sense of it all. As leaders, ignoring this noise doesn’t make it go away. It only amplifies the uncertainty people feel.

So how do you show up for your team when you don’t have a clear path forward? Here’s the uncomfortable truth: many leaders shy away from addressing situations they don’t fully understand. They stay silent, hoping things will settle or clarity will magically emerge. But silence often breeds confusion, frustration, and, worst of all, a missed opportunity to lead in a meaningful way.

Employees don’t expect you to have all the answers. What they do expect is honesty, humility, and the opportunity to contribute. When you admit uncertainty, you create space for collaboration. You foster psychological safety, where people feel empowered to speak up, share ideas, and problem-solve together. That’s leadership in action.

But transparency isn’t just about vulnerability—it’s also about building trust through tough decisions. No leader can please everyone. But you can earn respect by being transparent about your decision-making process, listening to different perspectives, and showing that you genuinely care about understanding your team’s thoughts and concerns. In many cases, how you handle uncertainty will leave a far deeper impression than the actual decision itself.

Here are three actionable tips to leverage uncertainty and “I don’t know” to lead your team through change with grace and impact:

1. Acknowledge the Elephant in the Room

Don’t wait for your team to bring up concerns—get ahead of the conversation. Start meetings by naming the change or uncertainty affecting the team. Say something like, “I know we’re all wondering how this recent announcement will impact us. The truth is, I don’t have all the details yet, but here’s what I do know.” By acknowledging the situation, you show your team that you see and understand their concerns.

2. Focus on What You Can Control

In times of uncertainty, people crave stability. Even if you can’t provide answers, you can offer clarity on what stays constant. Outline the team’s immediate priorities and what each person can focus on. This helps channel energy toward productive work rather than spiraling speculation. Remember: small wins matter. Celebrate progress to build momentum and keep morale high.

3. Engage the Team in Problem-Solving

When you don’t have the answers, involve your team in finding them. Ask open-ended questions like, “What ideas do you have?” or “How do you think we should approach this?” You might be surprised by the creativity and insight that emerge. Plus, by giving people a voice, you reinforce a sense of ownership and belonging.

It’s also worth reflecting on a time when many leaders were thrust into uncertainty—the COVID-19 pandemic. Nobody had a playbook for navigating those early days, but how leaders showed up then left lasting impressions. Teams remember the leaders who communicated openly, showed empathy, and engaged with them honestly. The same principles hold true today.

The Bottom Line

You have it in you to lead through change with grace and impact, even when you’re uncertain and not fully confident. In fact, those moments of uncertainty can become defining leadership moments if you lean into them with transparency and humility.

So the next time you’re tempted to avoid addressing a challenging situation because you don’t have all the answers, take a deep breath and remember: your team doesn’t need perfection. They need connection. They need a leader who listens, engages, and admits when they don’t know. Those three words—“I don’t know”—might just be your greatest leadership superpower.

You’ve got this.