I spend part of my week consulting with a large company on its Internet marketing strategy. This particular company is currently in the process of merging with another company in the same industry…

As you might imagine, for all the exciting possibilities promised by the merger, a lot of people are uncertain about their future in the merged entity. Will they keep their current jobs after the merger? Will they even have a job after the merger?

These questions are being asked at all levels. In fact, there is every likelihood that those at the very top will be shuffled around and may not retain their current positions.

Yet, while the staff and management may speculate about their future, they still need to get on with their jobs. In particular, the same senior leaders and managers who may not have the same roles (if any roles) in a few months’ time must continue to lead and manage right now.

I attended a recent management briefing where the question was raised as to what someone should do to best demonstrate that they should keep their jobs after the merger. The CEO said that, for those in leadership positions, now is the time to demonstrate their ability to lead. He acknowledged that this would be difficult, given the personal uncertainty faced by these very same people, but added the following:

“True leaders are those who lead when their own future is uncertain.”

The CEO went on to explain that the essence of a leader is someone who can rally people behind them, give them hope, and empower them to continue moving forward… when the leader is, in fact, the person who is most vulnerable in an uncertain future.

I agree. It’s all very well to lead people when you have nothing to lose… it’s all very well to lead people when the only “lives” at stake are theirs… it’s all very well to lead people when you equally face uncertain times… but what if you have the most to lose?

Can you still lead in that situation? That is the real test.

Being able to lead when you have the most to lose - that is true leadership.