In any organization, change is inevitable. Whether implementing new technology, restructuring departments, or evolving business strategies, change can often feel like something that happens to employees rather than through them. When employees feel like passive recipients of change, they may resist it, leading to frustration, disengagement, and even failure of the initiative.
But what if change was approached differently? What if, instead of dictating every move, leaders created an environment where employees actively shape the change? One unconventional but highly effective strategy is introducing positive confusion—moments of controlled ambiguity that challenge teams to think creatively, collaborate, and develop a stronger sense of purpose. When done right, this approach can make change feel like a shared experience rather than an external force to be endured.
Change is More Effective When It Happens Through Employees
The concept of positive confusion involves creating scenarios where employees aren’t spoon-fed every solution. Instead, they are given opportunities to engage with uncertainty, collaborate to find solutions, and, in doing so, strengthen their connection to the organization’s mission. This shift from passive to active engagement is key to ensuring that change initiatives succeed.
Here are five practical examples of how you can harness positive confusion in your workplace to foster change that happens through your employees—and not to them.
1. Introduce Ambiguity in Tasks (With Guidance)
Often, when new initiatives are rolled out, leaders feel the need to micromanage every step to avoid failure. However, too much control can stifle creativity and limit employees’ sense of ownership.
What It Looks Like: Assign tasks or challenges that don’t have a detailed roadmap but provide a clear end goal. For example, instead of providing step-by-step instructions for a project, outline the desired outcome and let the team figure out the best path forward.
Why It Works: Ambiguity forces employees to lean on each other, fostering collaboration and critical thinking. In this process, they feel more invested in the outcome because they contributed to shaping the solution, rather than merely following orders. This shared responsibility builds a stronger sense of purpose and belonging as they realize the change is something they are actively driving.
2. Rotate Roles Temporarily
Sometimes, change requires employees to step into new or unfamiliar roles. While this can be disorienting, it also provides an opportunity for teams to see the bigger picture.
What It Looks Like: Implement a short-term rotation system where team members take on different roles, even if it’s just for a few days. For example, marketing personnel could spend time working in customer service, or operations staff could collaborate with the finance team.
Why It Works: This intentional role-swapping introduces positive confusion by exposing employees to different aspects of the business. It helps them understand the interconnectedness of various departments and gives them a deeper appreciation for others’ work. This approach builds empathy and community while allowing employees to see how they fit into the larger organizational ecosystem.
3. Hold Open-ended Brainstorming Sessions
Brainstorming is a common tactic during change initiatives, but it’s often limited by rigid frameworks or predefined expectations. To foster innovation, loosen the reins.
What It Looks Like: Host brainstorming sessions where there are no wrong answers and no immediate judgment. Encourage employees to bring up unconventional ideas or completely reimagine processes without fear of being shut down.
Why It Works: When people are given the freedom to think without boundaries, they’re more likely to come up with innovative solutions. This open-ended format encourages diverse perspectives and fuels a sense of ownership because every contribution, no matter how wild, is considered. It also builds community as employees work together to develop ideas that may impact the entire organization.
4. Create a Shared Vision but Allow for Diverse Interpretations
When leading a change initiative, it’s crucial to communicate a clear vision. However, how employees achieve that vision should be open to interpretation.
What It Looks Like: Present a broad goal (such as increasing customer satisfaction) but allow individual teams to develop their own methods for contributing to that goal. Provide guidance on the overall direction but leave the specifics in their hands.
Why It Works: This approach introduces a level of ambiguity that encourages employees to take initiative. Instead of following a rigid playbook, they’re empowered to find creative solutions that work best for their team. This creates a stronger sense of belonging, as employees are trusted to contribute their unique ideas and expertise toward a common purpose.
5. Change the Environment Suddenly
Physical or virtual environments shape how employees think and collaborate. By disrupting these environments, you can create productive confusion that encourages adaptability and teamwork.
What It Looks Like: Alter the workplace environment or team dynamics. For example, change seating arrangements, work locations, or team structures for a week. You could also introduce a new communication tool or switch up the format of meetings to something more interactive.
Why It Works: This sudden shift in the environment breaks up routine and encourages employees to adapt quickly. It also helps them become more comfortable with uncertainty, which is crucial during larger change initiatives. When employees share the experience of navigating a new dynamic together, it fosters a stronger sense of community and reinforces that they are all in this together, driving the change forward.
Positive Confusion Builds Ownership
The beauty of positive confusion lies in its ability to deeply engage employees in the change process. When employees have the opportunity to navigate ambiguity and solve problems creatively, they start to feel a stronger sense of ownership over the changes happening around them. The result is a more resilient, adaptable team that sees change as an opportunity to grow and contribute rather than as something to be feared or resented.
By allowing change to happen through your employees, you transform your organization into a dynamic, agile entity where everyone plays a role in shaping the future. Positive confusion fosters a culture of innovation, belonging, and purpose—essential for navigating the complexities of today’s ever-evolving business landscape.
In the end, change isn’t something that should happen to employees; it’s something that employees should be a part of every step of the way. Positive confusion is a strategic tool for making that a reality.
