Healthy Leadership in uncertain Times – What Teams really need now

Reading time: approx. 6–8 minutes

“I’m just tired.”

I often hear this phrase from managers when I talk to them – between meetings, goal setting, change projects, and staffing shortages. Demands are increasing. Resources are not.

And the teams feel it too. They experience stressed managers, growing pressure, and declining orientation.

This is exactly where we decide what leadership really means:

Not when everything is running smoothly—but in times of uncertainty, constant change, and overload. And this is precisely where healthy leadership comes into play.

What does “healthy leadership” mean – and what doesn’t it mean?

Healthy leadership isn't a feel-good version of traditional leadership. It doesn't mean that everyone always agrees, everything runs smoothly, or every decision is made democratically.

Healthy leadership means:

• Clarity instead of uncertainty

  People need guidance when the outside world is uncertain. Good leadership creates structure – even if it doesn't have all the answers.

• Connection instead of distance

  Teams want to feel that there is someone there who sees, hears and also shows themselves – not just plays the role of “leader”.

• Trust instead of control

  Trust reduces stress, creates energy, and encourages collaborative thinking. Control—especially in excess—has the opposite effect.

Why is healthy leadership crucial right now?

According to the current Gallup 2024 study, employee emotional engagement is in the single digits for the first time since the launch of the Gallup Engagement Index Germany.

One of the main reasons: poor leadership.

And: Studies by the American Harvard professor Amy C. Edmondson show that teams with high psychological safety :

• deal better with mistakes

• communicate more openly

• higher innovation rates and

• show greater resilience

In other words: Healthy leadership has a direct impact on performance, motivation, and innovation. And not in an abstract way—it's tangible in everyday work.

What constitutes healthy leadership in everyday life – three practical impulses

🔸 1. Error-friendly instead of error-free

In stressful times, the pressure to avoid mistakes increases. But that's precisely when an open error culture is especially important.

What is needed: reactions that provide security.

• Instead of: "How could this happen?" → "Thanks for bringing it up. Let's look into it."

• Instead of assigning blame → joint reflection: “What was the cause? What can we do differently?”

Leaders shape the culture of error. Not through their words, but through their behavior at the crucial moment.

🔸 2. Share responsibility instead of carrying everything alone

Many managers believe they have to have everything under control, make all the decisions, and know everything. This pressure increases especially in uncertain times.

But: shared responsibility relieves pressure – and strengthens the team.

• What can your team decide for themselves?

• Where can you consciously give freedom of decision?

• How can you make trust visible?

Self-efficacy is a key to motivation. And it arises when people realize: "I'm contributing. I'm needed."

🔸 3. Really listen – don’t just “function”

In the workplace, we often listen to respond—not to understand. But especially under high pressure, people need genuine, attentive listening.

Questions like:

• “What do you need right now to be able to work well?”

• “What’s worrying you right now?”

• “What helps you stay motivated right now?”

...open spaces where people feel seen. And that's exactly the beginning of trust.

Bonus impulses for everyday leadership in turbulent times

• Establish check-ins in your team's daily routine: 5 minutes at the beginning of a meeting to briefly ask: "How are you doing right now?"

• Make boundaries visible – even as a manager: For example, consciously say when you need a break or feel overwhelmed.

• Use linguistic cues: Instead of "we must," use "we want" or "we decide." This creates more personal responsibility and motivation.

Conclusion: Leadership that empowers – not just controls

In uncertain times, teams don't want superheroes. They want leaders who are genuine. They want leaders who show their true position without knowing everything. They want to listen instead of just broadcasting.

Healthy leadership isn't an add-on. It's the lever for retaining people, fostering innovation, and making organizations future-proof.

💭 Reflection question to take away:

What do YOU need right now to be able to lead healthily – and who is allowed to know?

Back to Blog