Pick one person or project where getting it done has felt frustrating. Then ask yourself honestly:
- Did I name a clear outcome? Not just naming a task, but clearly showing what "done well" actually looks like
- Did I name a real deadline? A specific date, not "soon" or "when you get a chance"
- Did I confirm understanding? Not "does that make sense?" (everyone says yes). Try instead: "Can you tell me back what you heard?"
If any of those three are fuzzy — that's your starting point.
Boundaries are like a hug. They make us feel safe. (My Middle School principal used to say this, and man, it's a great image.)
Have the conversation that creates crystal clarity for you and your team.
I bet you'll be amazed how quickly things start getting done, in the right way. That conversation about performance may look very different come annual review time.
Try it. Let me know how it goes.
PS - If you want to dig deeper on communicating clarity, I recommend the chapter on creating Playbooks in Dan Martell's
Buy Back Your Time. If you are an entrepreneur, this is a must-read. And even if you are not, any manager can learn from Martell's system to create clear, repeatable steps to reduce confusion and get the job done right. If you prefer audio book to reading, this book is read by Dan Martell, and is a great listen, too.
