Tolerance for ambiguity

Tolerance for ambiguity
See also
Deal with ambiguity Creative thinking skills Parallel thinking Openness to experience Types of creativity Low power distance Management by conflict Knowledge and skills Cross-cultural leadership

Tolerance for ambiguity, in the context of management, is the capacity to remain composed while the situation is unclear or changing rapidly. It is the ability to hold out in uncertain or unpredictable situations without becoming stressed or agitated. To be tolerant of ambiguity, a manager must have the capacity to think and make decisions without having all the facts or all the answers, and remain open to new interpretations and solutions as the situation evolves. This type of thinking requires creativity, flexibility, and a willingness to explore and consider different perspectives.

Example of tolerance for ambiguity

• A manager who is tasked with leading a new project is faced with ambiguity. The project is in its early stages, so the team does not have all the information needed to move forward. Instead of panicking, the manager is able to remain calm and take a creative approach to problem solving. She is open to exploring different possibilities and is willing to take risks in order to find the best solution for the project.
• A manager is presented with a complex problem that requires an innovative solution. He is able to remain calm and consider all the available options, even when the answers are not immediately clear. He is patient and willing to take the time to find the best solution, without feeling overwhelmed or frustrated.
• A manager is tasked with leading a remote team. She is able to effectively manage the team despite the lack of face-to-face contact. She remains patient and adaptable, and is able to adjust her leadership style to accommodate the challenges of working with a dispersed team.

When to use tolerance for ambiguity

Tolerance for ambiguity is a critical skill for any manager, as it allows them to remain composed and act decisively in uncertain or rapidly-changing situations. This skill can be utilized in a variety of contexts, including:

• Dealing with Change: When a business is undergoing change, whether internal or external, a manager needs to be able to accept and adapt to the new circumstances. This requires a willingness to be flexible and agile, and to consider alternative approaches and solutions.
• Managing Uncertainty: When faced with an uncertain situation, the manager needs to be able to think critically and assess the risks, while remaining open to different interpretations and approaches.
• Making Decisions: When making decisions, a manager needs to be able to examine all available information and data, and make an informed decision without being overwhelmed by the complexity of the situation.
• Problem Solving: When faced with a difficult problem, a manager must be able to consider multiple angles, think outside the box, and consider alternative solutions.
• Conflict Resolution: In cases of conflict, a manager must be able to assess the situation objectively and remain open to different perspectives and solutions.

Types of tolerance for ambiguity

Tolerance for ambiguity is an important skill for managers to possess, as it allows them to remain productive and effective in uncertain situations. There are several types of tolerance for ambiguity that can be developed:

• Cognitive tolerance for ambiguity involves being comfortable with the unknown or the uncertain, and being able to think flexibly and without anxiety.
• Emotional tolerance for ambiguity involves being able to assess the situation and remain calm, rather than becoming overwhelmed by the uncertainty.
• Behavioral tolerance for ambiguity is the ability to remain focused and productive despite the uncertainty.
• Interpersonal tolerance for ambiguity is the ability to work with others and build consensus in uncertain situations.
• Organizational tolerance for ambiguity is the capacity to deal with rapid change and keep the organization functioning in a productive way.

Steps of buildind tolerance for ambiguity

Tolerance for ambiguity is a valuable skill for managers to possess. Here are some steps to help build tolerance for ambiguity:

• Acknowledge Uncertainty: Recognize that some situations are unpredictable and out of one’s control. Acknowledging the uncertainty will help to remain calm and open to alternative solutions.
• Develop Patience: Accept that the situation may take time to resolve. Patience will help to stay focused on the task at hand and remain in control.
• Seek Different Perspectives: Gather information from a variety of sources to gain different perspectives on the situation. This will help to develop creative solutions and avoid making assumptions.
• Ask Questions: Asking questions will help to clarify the situation and identify areas of uncertainty. This will help to identify potential solutions and eliminate barriers.
• Practice Flexibility: Remain open to new ideas and approaches. Flexibility will help to recognize opportunities as they arise and adapt to changing circumstances.
• Stay Positive: Remaining positive will help to remain focused and motivated during times of uncertainty. It will also help to create an environment of trust and collaboration.

Advantages of tolerance for ambiguity

Tolerance for ambiguity is a valuable skill for managers to possess. It can help them make better decisions and be more effective in leading a team. The advantages of having a tolerance for ambiguity include:

• Increased creativity: Managers who can handle ambiguity can be open to different interpretations and solutions. This allows them to be creative and come up with innovative solutions to problems.
• Improved problem-solving: By being open to different interpretations and solutions, managers can better identify the cause of a problem and develop strategies to address it.
• Improved decision-making: Tolerating ambiguity gives managers the ability to make decisions without all the facts and to remain flexible in their approach. This allows them to weigh different options and make decisions that are in the best interest of the organization.
• Improved team leadership: Managers who tolerate ambiguity are better able to lead a team through uncertain or unpredictable situations without becoming stressed. This helps foster a sense of trust and collaboration among team members and strengthens the team’s ability to work together effectively.

Limitations of tolerance for ambiguity

Tolerance for ambiguity can have its limitations. The following are some of the main limitations of having a tolerance for ambiguity:

• An overly ambiguous mindset can lead to indecisiveness and a lack of follow-through on decisions. Being tolerant of ambiguity does not mean that one should not make decisions. Instead, it is important to weigh the risks and benefits of each decision and make a well-informed choice.
• Being too tolerant of ambiguity can also lead to a lack of structure, which can lead to confusion and inefficiency. It is important to have systems and processes in place to facilitate clear communication and efficient workflow.
• Tolerance for ambiguity can also mean that one is too open to different perspectives and ideas, which can lead to a lack of focus and a sense of being overwhelmed. It is important to understand which perspectives and ideas are best suited to the task or project at hand and focus on those.

Other approaches related to tolerance for ambiguity

In addition to tolerance for ambiguity, there are other approaches that can help managers remain composed during uncertain situations. These include:

• Fostering a Learning Mindset: A learning mindset allows managers to be agile and open-minded about challenges. This encourages them to learn from mistakes and use them as opportunities for growth.
• Embracing Change: Change is inevitable and managers must be able to embrace it. This means being open to new ideas, solutions, and processes and being willing to take risks.
• Cultivating Resilience: Resilience is the ability to bounce back from difficult situations. Managers must be able to remain calm and composed in the face of adversity and use problem-solving skills to find solutions.
• Practicing Empathy: Empathy is the ability to understand and share the feelings of others. Managers must be able to put themselves in the shoes of their teams, customers, or stakeholders and take their perspective into account when making decisions.

In conclusion, managing ambiguity requires a combination of approaches. Tolerance for ambiguity is just one of the approaches that can help managers remain composed during uncertain situations. Other approaches, such as fostering a learning mindset, embracing change, cultivating resilience, and practicing empathy, can also help managers effectively navigate difficult situations.

Suggested literature

• Furnham, A., & Ribchester, T. (1995). Tolerance of ambiguity: A review of the concept, its measurement and applications. Current psychology, 14, 179-199.
• Furnham, A., & Marks, J. (2013). Tolerance of ambiguity: A review of the recent literature. Psychology, 4(09), 717-728.
• Zenasni, F., Besançon, M., & Lubart, T. (2008). Creativity and tolerance of ambiguity: An empirical study. The Journal of Creative Behavior, 42(1), 61-73.