It's every entrepreneur's nightmare. Our only home version. You finally took some time for a much needed break, only to return to work to find that everything went off the rails while you were gone. Projects are stalled, MORALE is in the dumps and chaos seems to have taken up permanent residence. The minute you left, the wheels fell off and you're wondering if it was worth taking a break. Sound familiar?

When this happened to me, my mind went to work. One thing I know about myself is that I will always try to understand the root cause of moments like these instead of dwelling on the symptoms – and in this case, I realized that the root cause was fear.

I think of one leader as a stabilizer. Like a capacitor in a circuit, they provide the steady force that keeps everything running smoothly. When a driver is present, they absorb shocks, manage the flow of energy and ensure that the entire system operates efficiently. But what happens when the staying power is removed?

1. Identify the root cause of resistance

Why are employees reluctant to take initiative when the boss is away? It is likely rooted in the way we punish and blame DECISION. Sometimes, we hyper-fixate on the single point of failure, but the single point of failure is rarely a subject matter expert. They are usually one DECISION.

Everything goes back to fear — even experts will postpone decisions because they fear things like losing their jobs. Leaders often don't realize how widespread this fear is in the current economic climate. It contributes to over-reliance on a single decision maker rather than empowering others to make choices based on their expertise.

Your first step in solving the problem of fear should be to create a culture that tolerates mistakes – or rather, where taking responsibility is encouraged. After all, failure stifles NEW. How can we do this? Get to the bottom of fear.

I prefer a one-on-one, fact-based discussion where I ask questions like: What is fear for you? What is the worst, or worse, scenario that could happen by telling your truth now? Then, I consider the impact. If you narrow it down to the worst case scenario, you might find that it's actually not that bad.

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2. Build trust through transparency

Doing business with people from all over the world, I have finally learned a lot more about us as workers. The English language can be very understated and nuanced, especially in the workplace. Messages can come in tones that sometimes distract people from hearing the intended meaning.

Your second objective is to foster a dynamic where feedback is direct and frequent—that overcomes ambiguity. Clear, written feedback ensures that everyone knows exactly what is expected of them. It eliminates the guessing game and helps people understand how they can improve and contribute more effectively. Communicate open about the reasons and benefits of change to involve others in planning. Solicit feedback through multiple channels and address concerns to build buy-in.

Again, motivation is key. Constant validation is like giving a helping hand to those who feel insecure or uncomfortable with ambiguity. Regular encouragement and clear feedback can make all the difference. When roles and expectations are clearly defined, it eliminates guesswork and helps people focus on their tasks with confidence.

3. Lead the charge for cultural evolution

When people are comfortable failing and your lines of communication are well structured, your ultimate goal is to establish clear roles and responsibilities in line with the new vision. This step is crucial in reducing anxiety because everyone knows exactly what they need to do and how they fit into the bigger picture. This clarity not only increases productivity but it also ensures that everyone is working towards the same goals, making the transition smoother and more efficient.

Then, you need to monitor progress holistically. Sometimes, being a leader is about constantly supporting and validating your team. Keep an eye on the broader organizational goals and make sure everything is on track, but also pay attention to individual efforts and successes. Check in regularly with your team, celebrate their achievements and offer guidance when needed.

Conquering fear with strategic leadership

Recognizing fear as a major barrier to change allows for this Strategic planning. By constantly reflecting and refining organizational systems, you can maintain a culture that evolves rather than stagnates. Simply put, leadership requires a balance of providing stability while empowering others to embrace necessary change. If you can create an environment where failure is accepted, communication is clear, and roles are well-defined, you create a resilient and adaptable team ready to tackle any challenge, even when you're out of the office.