Lack of clarity is a recipe for chaos and confusion for individuals and teams. Without clarity, focus is directed on priorities that are irrelevant and devoid of the interest of stakeholders, customers, and future direction of the organisation.
When employees are lost about what needs to be done and why it needs to be done, a great amount of time is lost trying to figure out what, how and why things should be.
When this happens, the team delivers what they believe meets the expectation of the leader. On reviewing the delivery of the team, the leader feels disappointed and starts to blame the team for incompetence or sub-standard performance.
This becomes a vicious cycle of attempting to rework and correct against an unknown or unclear standard. This can go on an unending downward spiral where the team feels unappreciated for the value that they know they can add.
The implications of this are huge leading to low team morale, heightened disengagement, missed customer expectations and financial losses.
To lead effectively, a leader should be clear on the roles, responsibilities, and expectations they have of the team. As Bobby Biehl says, “without focusing and getting to clarity you cannot lead. You cannot plan. You cannot communicate”.
Clarity is key to effective leadership.
As Marcus Buckingham says, “clarity is the preoccupation of the effective leader. If you do nothing else as a leader, be clear”.
Consider the following aspects to become absolutely clear and effective as a leader:
#1. Appreciate the value of clarity: Every leader should aspire to be clear as it makes life for the leader and the team easier. Clarity is an essential ingredient to drive alignment, reduce anxiety, facilitate decision making and increase execution.
#2. Set time aside for reflection: Clarity requires clarifying the mental and physical spaces of your life. Find the right physical space free of interruptions and dedicate time to meditation. The end goal is to clear your mind and to focus on what truly matters.
#3. Put your ideas on paper: Write down all the ideas about where you would like to focus your team’s attention. Ask yourself if what you have written makes sense and how you would receive it if it was relayed to you.
#4. Solicit views from others: We all have someone whose opinion we value. It could be a mentor, a senior colleague, or a peer whose input you trust. You should be open to the colliding perspectives and course correct if need be.
You would have saved yourself and the team ample time, reduced anxiety for everyone and increased optimum results by being clear from the start.
If you are intrigued by the idea of achieving extraordinary results in your life, I invite you to explore coaching with one of our coaches. Drop us an email on email@example.com.
Tex Hlalele is a Life & Business Coach, Consultant, Speaker and Author of the book Face the person in the mirror. Book Tex for coaching and speaking engagements to help you and your team gain insights and possibilities for individual learning and organizational advancement. Get in touch by sending an email on firstname.lastname@example.org.
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