How to Lead Through Change When You Don’t Have All the Answers
- Graeme Colville
- Aug 19
- 4 min read
If you’re figuring out how to lead through change, here’s a truth you might not like: you will never have all the answers. And that’s okay.
Leaders often think their credibility depends on knowing everything before they speak. But most teams don’t need you to be all-knowing - they need you to be honest, consistent, and reliable. They’d rather you say, “I don’t know yet, here’s when I’ll update you,” than spin them a story that falls apart later.
This post will walk you through leading confidently when the path isn’t clear, how to keep trust high, and what to say when you genuinely don’t have the answer.
Why It’s Okay to Not Have All the Answers
The nature of change is that things move. A plan that’s “final” on Monday can look very different by Friday. Acting like you’ve got it all locked down doesn’t make you look strong - it makes you look out of touch when those details inevitably change.
When you admit what you don’t know, you create space for trust. It signals you’re not hiding information or avoiding the topic. You’re navigating in real time, just like they are.
Harvard Business Review points out that transparency in uncertainty is a trust-builder - as long as you follow up when new information comes in. The gap isn’t the problem. Silence is.
How to Lead Through Change Without Knowing Everything
1. Share What You Know - Clearly and Without Jargon
Avoid vague statements like, “Things are in progress.” Instead, be specific about what’s decided and what’s pending. Example: “We know the new system will go live in October. We don’t yet have the exact training dates, but we’ll confirm them by the end of the month.”
2. Own What You Don’t Know (and Pair It With a Commitment)
Saying, “I don’t know yet” isn’t a weakness - it’s leadership, if you follow it with a plan to get the answer. Example: “I don’t have that detail yet, but I’ll share an update in Thursday’s meeting.”
3. Put Dates on Uncertainty
One of the hardest parts of change is the “waiting in the dark” feeling. Reduce that stress by giving your team a clear date for the next check-in - even if it’s just to say there’s nothing new.
4. Don’t Guess to Fill the Space
If you’re wrong, you’ll lose credibility. Instead of guessing, explain the process. Example: “That decision will be made by the executive team next week. Once it’s final, I’ll update you right away.”
5. Keep Communication Two-Way
Invite your team into the uncertainty.
Ask:
“What’s the biggest unknown for you right now?”
“What would help you feel more prepared in the meantime?”
They might surface issues you didn’t know existed.
Real-Life Scenarios Where You Won’t Have All the Answers
Scenario 1 – Department Restructure
Situation: Your company announces a reorganization, but leadership hasn’t decided on the new reporting lines.
Your approach:
Share what’s confirmed: “We know the restructure will be complete by Q2.”
Be upfront about what’s pending: “Final reporting lines are still being reviewed.”
Give a follow-up point: “I’ll update you in our Monday check-in, even if there’s no change.”
Scenario 2 – Technology Rollout
Situation: The new system’s implementation date is confirmed, but the training schedule isn’t.
Your approach:
Communicate the milestone you do know: “The system will launch on October 15th.”
Pair uncertainty with an action: “We’ll get the training dates from IT this week, and I’ll share them as soon as I do.”
Scenario 3 – Policy Change in Progress
Situation: HR is drafting a new remote work policy, but you don’t know the exact terms yet.
Your approach:
Avoid speculation about what the rules “might” be.
Share the decision process: “The HR team is gathering input from all department heads before finalizing the policy.”
Invite input: “If you have feedback, let’s add it to the list for HR this week.”
Language That Builds Trust in Uncertainty
Instead of… | Say… |
“We’ll see what happens” | “We’re still reviewing options, and I’ll update you by Friday.” |
“I can’t share that yet” | “That decision isn’t final, but I’ll let you know as soon as it is.” |
“Don’t worry about it” | “I know this is stressful. Here’s what we do know right now.” |
These swaps make you sound open, not evasive.
The Psychology Behind Trust When You Don’t Have the Answer
Teams don’t expect you to know everything - they expect you to be someone they can rely on for the truth. When you give partial answers without pretending they’re complete, you set a baseline: “This is what we know today.”
From there, every follow-up you deliver on time builds that trust. Each missed follow-up erodes it. That’s why how you lead through change is about consistency as much as clarity.
A Simple Leader’s Checklist for Uncertain Moments
Before you answer a question you can’t fully answer:
Acknowledge the question without deflecting.
Share what you do know in concrete terms.
Be honest about what you don’t know.
Explain the process for getting the answer.
Commit to a follow-up date (and stick to it).
H2: Common Mistakes Leaders Make in This Situation
Going silent until every detail is final
Guessing or overpromising to avoid discomfort
Avoiding meetings to dodge questions
Forgetting to follow up when they said they would
Tools That Help You Lead Through Change Without All the Answers
Core Change Conversation Path – Structure your updates so you always have a clear message.
Change Conversation Timeline – Plan consistent touch points during uncertainty.
Leadership Toolkit for Navigating Change – Scripts, templates, and guidance for high-pressure moments.
Your Next Step
For more ways to adapt how you lead through change in different scenarios, check out:
Not knowing all the answers doesn’t make you unqualified - it makes you human. The real test is how you communicate in those moments.
Get scripts, conversation prompts, and tools to lead through uncertainty in the Leadership Toolkit for Navigating Change.
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