I've noticed this while working with organizations:
We teach leaders how to design and execute change, how to let go of things, and how to delegate. We don't often teach the other people how to "hang on" through all of this.
What gives a manager the biggest payoff during these times?
Self-leadership.
How To Know When You've "Got It"
Diagnose and determine what you need from the "higher ups" in order to lead and execute at your level. Then, when you can give your people a clear picture of what a good job looks like in the "new situation," you've captured the vision and turned it into something do-able and manageable.
After that: give your people what they can't provide for themselves. Get them resources, knock down organizational roadblocks, manage to agreed-uopon performance goals, and find ways to reward and celebrate.
This kind of self leadership breeds new self-leadership in everyone involved. And you'll be known as the leader who develops leaders.
How much better can it get?
Bonus 1: Just in case your thinking is biased for/against these suggestions, I totally understand. So does Vince Veneziani of Business Insider who shares this presentation on Human Cognitive Biases.
Bonus 2: Since leadership requires "Awesome Acts of Attention, " see what Tom Peters is thinking about it.
And thank you to Career Overview for naming All Things Workplace to the Best Blogs For HR Wisdom.
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