Ambiguity Tolerance: The Trait HR Can't Test
It’s been cited that a “tolerance for ambiguity” is one of the leading traits amongst successful entrepreneurs. How does one test for this trait? Is there a scale that shows just how much tolerance is needed? (Yes, it turns out there is. But this hardly seems comprehensive.) What about their teams? While it may be helpful for entrepreneurs to learn how to temper their optimism and pessimism, they will never be successful if their team lacks a high level of comfort with uncertainty as well.
In our changing economy of startups, e-commerce, and countless apps from Uber to Etsy making everyday folks entrepreneurs, it’s easy to see how this trait would be valuable. Entrepreneurs face a staggering amount of uncertainty over how consumers will receive their products, if they make it that far, and by investors as they are building their company. Having the ability to drive innovation and steer a team through choppy waters is beyond useful, but for the developers, engineers, salespeople, marketers, and everyone else rowing the lifeboat, it’s essential.
The concept of ambiguity tolerance relates to psychology and how one reacts to “ambiguous” stimuli. A high level of tolerance denotes that one is skilled at approaching unclear situations or information sensibly and calmly. Higher levels of tolerance allow you to adjust the sails accordingly while not becoming unhinged by any negative implications that the shift may cause.
A team that can adjust with you is vital to maintaining momentum and enthusiasm, despite the challenge this would pose to a professional in any field. We know, as numerous studies will tell you that employee engagement hinges largely on clarity of roles, expectations, and an understanding of how one’s work contributes to the overall objectives of an organization. Employees that can successfully navigate uncertainty and still drive productivity are truly a level above those that can’t.
So how does one test for this tolerance without turning up candidates that are simply ambivalent? This skill shouldn’t be presumed lacking if someone has a long history of dedicated employment at medium or large firms. Every environment can lend itself to this kind of ambiguity due to market and economic shifts, as well as emerging trends in technology that have led to industries changing more rapidly than ever, but one indicator a candidate may possess this trait is a diversity of experience and background. Look for candidates who have worked in different fields and have grown significantly. They needn’t be multilingual and have several degrees to have diverse experience, just a variety of roles and meaningful exposure to various functions that apply to your business.
Case interviews aren't just be for management consulting. Employ these and have candidates respond to ambiguous and significant challenges, and share their own experiences they’ve had that involved an uncertain outcome. Entrepreneurs need builders and support that allow them to grow and scale. As necessary as it is to surround yourself with experts and the right team to do what’s needed, it’s even more important for growing companies to have teams that are quick to adapt, fearless in the face of uncertainty, and constantly forward-looking so as not to reminisce unnecessarily about the other roads not taken.
We all have goals and dreams for ourselves, but most probably don’t know exactly how to get there, and that’s OK. In fact, that may be the key trait you want in an ambiguity tolerant team: ambition without a strict roadmap. Ambiguity-tolerant achievers, those uniquely driven to succeed, not unlike entrepreneurs, will drive towards solutions to meet objectives, and are willing to reinvent the way to get there many times before they arrive.
Originally published on Linkedin: https://www.linkedin.com/pulse/ambiguity-tolerance-trait-hr-cant-test-blair-nichols/