How Do I Lead Through Change and Uncertainty? (Virtual)
A working session for managers in the middle: pressure from above, a team in the dip, and you translating between them.
"Everyone wants more from me right now." I keep hearing that sentence from managers this year, in workshops, in coaching, in the conversations after events. Leadership wants speed, AI, new tools, more output with the same people. The team wants clarity, a say, and a little more time. And the manager is in between, doing most of the deciding, most of the communicating, most of the steadying.
Here is the part that rarely gets said: leadership decided this change months ago. They have had time to make peace with it. Your team heard about it last week. And you are expected to be at peace with it too, while carrying both. That gap is not a failure. It is the nature of the job.
This is a 90-minute working session on Zoom, not a lecture. A small room of people with the same job you have, working on what is actually on your plate. Cameras on, breakout rooms for the pair and small-group work. We start at 4:15 and close by 5:45; stay on if you want to keep talking.
What we do together
See where everyone actually is. Leadership, you, your team, each at a different point on the change curve, and what each point needs: information, support, vision, involvement.
Remember a change you already led through, and the quality in you that got you through it. In pairs, no advice, just being heard.
Manage up. Sit in their chair first. Then write the one sentence you have not said to them yet.
Read your team. Anxiety, frustration, resistance, confusion each point to something specific that is missing. You will name it for your team, or for one person.
Work in a small group of five with questions you do not get asked at work.
Leave with three sentences: one to say up, one quality you are choosing for the next six months, one thing you will give your team.
Who this is for
Middle managers and team leads in any function or industry. Managers leading teams through AI rollouts, restructuring, new systems, fast growth, or priorities that keep shifting. People leaders holding the team's worries while staying accountable for delivery.
Bring one real situation you are leading through. No company names, no colleagues' names. What is said in the room stays in the room.
Why it looks like this: in the registration data from our last eight workshops, 361 people, managers were the only group where trust, resistance, and communication came up for more than half. What they asked for most was time with peers in the same position. So that is what this is.
About InsightsOut
InsightsOut (https://insightsout.work) is a San Francisco company working on the human side of AI change and leadership. For organizations: AI leadership alignment, and workshops for managers whose teams are stretched. For people: community workshops, and coaching for founders and leaders on decision uncertainty, co-founder conflict, changing roles, and what should stay human. One purpose underneath both: protecting and strengthening human agency and leadership during rapid change, backed by research built from what people share in these rooms.
Facilitated by Nima Imani
Nima is a founder and ICF-certified leadership coach working with founders, managers, and teams on uncertainty, hard decisions, and the human side of change, after more than a decade in tech including EY and Neo4j. He is leading his own work through the same changes. That is part of why this session exists.
All workshops: https://insightsout.work/events
Coaching with Nima (book a free 30-minute call): https://insightsout.work/coaching