"I'm not clear on my role.”
“I'm unclear on the goals, the direction.”
“I'm not clear what my [supervisor] is expecting from me."
“I'm not sure what the next steps are.”
Here's what teams share they want to say but often don't. Why? Because of fear on how a clarifying question will be received and how they may be perceived.
They express concern it will make them look incapable, needy, lacking intelligence, that they should know [even if they've never been told]. Or that it may be received as challenging authority.
So rather than getting clarity, we settle for throwing darts in the dark. Never really clear on where and what the target is, let alone if we are hitting it. And it takes a toll.
Lack of clarity sabotages energy.
The energy spent on completing tasks, problem solving, contributing to the team, serving the client/customer/student/guest well because we HAVE clarity is hijacked by trying to GET clarity so we can complete tasks, problem solve, contribute and connect without clear direction. Being expected to without being equipped to.
So, why does clarity get the backseat? Many leaders report it comes down to time.
Creating the time it takes to:
-cultivate trust and safety so people can freely ask clarifying questions
-create or revise processes, systems, workflows that are more clear
-connect with those they influence on what their concerns are
The response frequently shared is: “I can't afford to take the time.”
or “I'm concerned it will create more work for me.” Both statements can feel true and may be true initially. And yet if we invite those impacted by the areas needing clarity to help with emerging clarifying strategies, it can be a shared endeavor that is co-owned and ignites higher engagement.
More time upfront? Yes. More time saved in the long run? Absolutely!
Create the needed fuel to do the clarifying work by reflecting:
BENEFIT: “What will work be like if everyone is clear on [roles and expectations] and could ask for clarity if needed?”
RISK: “What will work be like if we ignore the need for clarity?”
Here's what happens when people are free to ask clarifying questions without fear of a negative response:
-It changes how they show up at work, do their work, work with others, and how they go home after work.
-They display more confidence in their tasks, greater courage to problem solve, and increased engagement with their work and those they work with. [what organization need more of]
Where to start?
1] Change the question:
“What do we need more clarity on?" [and giving space to hear it] versus a meeting wrap up with "Are we all clear?"
2] Normalize the question:
“Where do we need more clarity?” And then…
3] Listen more:
We can't eliminate much of the uncertainty in our work environments. But there are likely things you are unaware of that if there was greater clarity and consistency, the resilience of the team to deal with the uncertainties would shift. There would be more energy toward activating your mission without unnecessarily exhausting the people you need to make it come to life.
At work, at home, in our communities we can conserve energy by clarifying in areas that are fuzzy, that leave us vulnerable to misunderstandings and burnout because we are left to guessing and succumb to assuming.
Let's start practicing with ourselves:
What do you need clarity on? How would getting greater clarity change your energy level?
Clarity cultivates resilience and when we are stronger we can better influence people and places for the common good. And that's a good thing!
Practicing alongside you!
Sandy
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