Leaders have to inspire the confidence in others so that everyone can make their proper contribution to the collective endeavour. However, today’s burning issue is that leaders are as unclear as their followers as to what to do.

Successful leaders recognise that they don’t have all the answers – particularly in difficult times – and need to involve others in conversations around issues of uncertainty. This is often a problem, because our model of leadership is based on the assumptions that the leader knows everything.

Linda Holbeche, director of Research and Policy at the CIPD wrote in May 2008 about Developing leaders for uncertain times , arguing the case that “ maintaining and growing the investment in developing leaders will produce significant payback and enable organizations to build differentiation and competitive advantage”.

I agree with Linda that we also need to review the content, focus and method of leadership development to ensure that their development enables them to deliver the job they have to do. Leadership development needs to ensure that as well as engaging and developing the leader’s capabilities to be decisive and to keep their followers focused, motivated and able to handle uncertainty, it also enables the leaders to confront and handle their own uncertainties, their own anxieties and vulnerabilities. “Quis custodiat ipsos custodies” (who guards the guards). Leaders need their coaches and mentors more than ever today.