A few days ago, I had a conversation with a leader who was facing one of the hardest moments in their career. Massive budget cuts had forced their district to reduce staff. People they deeply valued were gone. Those who remained were hurt, exhausted, and jaded.
They told me, “My team doesn’t trust the system anymore. They’re angry — and honestly, I don’t blame them. But I don’t know how to help them move forward.”
If you’ve led for any length of time, you’ve likely been there — a place where circumstances beyond your control impact the people you care about most. In moments like these, leadership isn’t about fixing what’s broken. It’s about helping people let go of what they can’t control so they can focus their energy on what they still can.
I’ll never forget the summer we returned to school after the COVID closures.
The uncertainty was heavy. People were tired, divided, and skeptical that things would ever feel normal again. During our first staff meeting that August, I could feel the tension in the room — frustration, fear, and fatigue all swirling together.
I knew we couldn’t control mandates, politics, or public opinion. But I reminded my team of one truth:
“We can’t control all the noise around us — but we can control how we show up for our kids and each other.”
That simple statement became a mantra for us. We started every week by naming what was outside of our control — and then intentionally shifting our focus to what mattered most. Over time, our staff meetings became calmer, more hopeful, and more productive.
Letting go didn’t erase the challenges, but it allowed us to move through them together.
When people are hurting, they don’t need quick fixes — they need to be seen.
Take time to acknowledge what’s been lost. Say the hard things out loud. Give people space to feel angry, disappointed, or even betrayed.
As a leader, your honesty becomes the first step in rebuilding trust. Pretending everything is fine only deepens the divide.
Once Emotions are acknowledged, help your team reconnect with why they do what they do.
Ask questions like:
“Who still needs us right now?”
“What difference can we still make?”
Even in times of uncertainty, purpose is a stabilizer. Celebrate small wins — moments when your team’s work continues to have impact. Those reminders help shift the mindset from loss to meaning.
When circumstances shrink your team’s influence, find ways to expand their sense of ownership.
Invite input on how to move forward. Give people opportunities to lead solutions within their sphere of control. Even small decisions — how to streamline communication, how to reallocate resources, or how to celebrate staff — can restore a sense of agency.
Some leaders I coach use a simple visual tool: two columns on a whiteboard labeled “What We Can Control” and “What We Can’t.” Teams fill it out together, erase the right column, and focus energy where it truly matters.
If you’re walking through a difficult season — budget cuts, loss, or organizational change — remember: you don’t have to have all the answers. You just have to model calm, Clarity, and compassion.
Your people will follow your presence before they follow your plan.
Leadership isn’t about controlling every outcome. It’s about guiding hearts and minds when control is gone.
So this week, ask yourself — and your team — one question:
What’s one thing we can control that will help us move forward together?
If your team is struggling to regain focus or hope after tough changes, I’d Love to help.
Let’s talk about how leadership clarity and intentional team development can help your people find stability and purpose again. Contact me here ➜ Darrin
Tune in this Sunday to “Leaning into Leadership” when I fly solo to take this very topic a little bit further. Don’t miss it.
