Ambiguity—as a personality factor
Ambiguity is an inseparable part of most workplaces. Tasks can be poorly defined or have many different solutions. Colleagues and managers send mixed messages or seem to say one thing and mean another. Some roles depend on making sense of complexity, while others require finding calmness within the uncertainty.
There are more than 70 years of research investigating tolerance of ambiguity as a personality trait. Early research in the mid-20th century found low tolerance of ambiguity related to autocratic styles, while recent research indicates higher ambiguity tolerance is associated with positive workplace outcomes, especially in managerial and leadership roles.
There is ongoing debate about whether a person’s approach to ambiguity can be classified as a personality trait. But it is certainly a useful construct in understanding people and their approach to work.
Ambiguity is a significant and enduring part of most jobs. It arises from complex organizational structures, poor planning, and incomplete communication. While our thoughts and experiences are complex, we have limited bandwidth and skill to communicate them with others.
Adaptability can be a crucial skill in the ever-evolving world of work. The ability to find clarity and direction amid complexity is a powerful asset, driving stability and consistent success in any organization.
Navigating ambiguity in the workplace
Although ambiguity is a part of every workplace, some teams and jobs are more complex than others.
The key to thriving in uncertain environments starts with understanding yourself. Before attempting to change your approach, understand how you naturally respond to ambiguity. Do you get irritated by mixed messages and open-ended requests? Or can you create your own definition of success when it is not defined for you?
The most effective teams help to balance out the strengths of people on both ends of the spectrum. High ambiguity tolerance is valuable for those who can navigate complex, uncertain situations. Low ambiguity tolerance is essential for those who excel at finding clarity and distilling complexity into clear plans and outcomes.
When people with different capacities to manage ambiguity trust each other, they can divide up tasks based on strengths ensuring the right person tackles the right task depending on the certainty or complexity of the desired outcomes.
Task ambiguity
Task ambiguity arises when objectives or instructions are unclear, often due to vague directives, insufficient information, or undefined success criteria.
Effective managers are good at distilling clearly defined tasks and outcomes from complex environments and sometimes ambiguous organizational strategies. They make sense of ambiguous interpersonal relationships and different perspectives to provide direction.
On the other hand, skilled technicians are adept at sifting through vast amounts of conflicting information to identify well-defined problems and deliver specific solutions.
Managers typically thrive with higher ambiguity tolerance, while technicians often succeed with a preference for lower ambiguity.
Interpersonal ambiguity
Interpersonal ambiguity is the grey area in human interactions, where mixed signals and conflicting information are common. People who handle ambiguity well can navigate these complexities without feeling overwhelmed, managing diverse perspectives and team dynamics. But there’s a downside—being too comfortable with ambiguity can make them hesitant to establish necessary rules or seek clarity, which can lead to miscommunication or conflict in highly structured environments.
High ambiguity roles
People with high ambiguity tolerance thrive in roles and sectors in which uncertainty is the norm. Entrepreneurs, senior leaders, and roles that involve building relationships with many different people often need to adapt quickly, make decisions with incomplete information, and understand conflicting information in context.
High ambiguity tolerance helps people to remain calm, make use of information, and commit to decisions, turning uncertainty into opportunity.
The low ambiguity advantage
Conversely, those with low ambiguity tolerance excel in environments where clarity and precision are paramount. Sectors like manufacturing, quality control, accounting, and security benefit from individuals who prefer well-defined tasks and clear expectations.
When problems are not clearly defined, those with lower ambiguity tolerance can ask specific questions to identify and use the necessary information. Most organizations need a few people with a preference for clarity who can make sure that processes are followed meticulously, reducing errors and maintaining stability.
Play to your strengths
The environment interacts with individual differences by amplifying strengths. Those suited for ambiguity thrive in dynamic settings, while those who prefer clarity excel in structured, predictable environments.
Knowing your level of ambiguity tolerance can guide your career choices. If you thrive in uncertainty, seek roles that challenge your adaptability and problem-solving skills. If you prefer structure, aim for positions with clear responsibilities and predictable outcomes. Both high and low ambiguity tolerance have their place in the workplace; the key is to align your strengths with the demands of your role.
You can adapt with some practice and deliberate effort, but self-awareness and well-chosen tasks can help you get into that flow state at work.
