Cultivating Agency: A Leadership Practice for Times of Fear and Change

Disruption shakes our sense of security. When the environment feels chaotic, the brain’s threat detection systems go into overdrive, activating the amygdala and flooding the body with stress hormones like cortisol. This stress response can shrink our mental bandwidth, narrow our attention, and leave us with tunnel vision focused only on survival. Over time, repeated activation of these systems can make us — and our teams — feel stuck, powerless, and reactive rather than strategic.

That’s why cultivating agency is so powerful. When people experience a sense of choice, influence, and meaningful action, the prefrontal cortex — the part of the brain responsible for reasoning, perspective-taking, and planning — comes back online. According to research by David Rock, having autonomy (a key part of agency) reduces the threat response in the brain and boosts motivation, engagement, and confidence.

As a leader, your role is to help your team shift out of fear and into agency, so they can access their best thinking and adapt with clarity. Here’s how to do it:

1. Normalize the fear — but don’t amplify it.

When fear shows up, acknowledge it. Say, “This is a difficult moment” instead of ignoring people’s stress. Research from Harvard Business School shows that naming emotions reduces their grip, restoring clearer thinking. By acknowledging fear without fueling it, you help your team stay grounded.

2. Focus on spheres of control.

Borrow from the classic Circle of Influence model: what can you act on today, even if small? Maybe it’s how you communicate, how you show up, or how you connect with a colleague. Leaders who actively point out where the team still has influence shift attention away from helplessness.

3. Invite micro-commitments.

When the big picture feels overwhelming, ask: “What’s one action you can commit to this week?” Small wins build confidence and counteract the brain’s stress response, according to neuroscience research on motivation. Consistent micro-commitments nurture a sense of progress, which is essential during chaos.

4. Model agency yourself.

People will mirror your behavior. If you remain frozen, they will too. If you step into conscious, values-driven choices, even imperfect ones, you create a powerful ripple. Share your decision-making process transparently, and let people see you weighing options and acting with intention. That models agency in real time.

5. Create space for co-creation.

In times of disruption, top-down directives can intensify feelings of powerlessness. Instead, invite your team to co-create solutions and contribute ideas. This inclusive approach boosts psychological ownership — a key dimension of agency — and stimulates the brain’s reward circuits, fostering a sense of shared responsibility and optimism.

In times of disruption, it’s easy to forget that we still have choices. Fear wants to shrink us, but agency reminds us that we can act, decide, and shape the future — even in small ways. As a leader, you hold the key to unlocking that agency not only for yourself, but for your team. When you normalize fear, focus on spheres of control, invite micro-commitments, model courageous choices, and co-create pathways forward, you transform helplessness into momentum.

This week, choose one of these practices and apply it. Share it with your team. Challenge yourself to reclaim your own sense of agency, and then help others do the same. Because even in the most uncertain storms, the smallest act of choice can spark extraordinary courage.

What is one step you will take today to lead with agency?

Leadership Practice: Reflect on Your Impact on Agency

Take a quiet moment this week to ask yourself:

• Where might I unintentionally be limiting my team’s sense of agency?

• In what ways am I empowering my team to make choices and take action?

• Am I providing space for others to contribute solutions, or am I holding too tightly to control?

• How can I shift my own behavior to model more agency in the face of disruption?

Notice what comes up — and commit to one change that will help you foster agency rather than diminish it.

Author

Athena Williams, Founder and CEO of Tenacious Leadership Institute, has been supporting leaders worldwide to become more tenacious for over 20 years. She has found that tenacity is the key to sustained leadership success in today’s ever-changing world. Through her coaching and leadership development programs, she helps leaders expertly handle change, complexity and other challenges so they can quickly get better results for themselves, their teams and their organizations.

Take the first step to becoming a tenacious leader by scheduling a call with us.