2023 – the year I learned about the importance of clarity.

I have witnessed firsthand what a lack of clarity can do to the performance and engagement of a team. My team.

There is nothing worse than thinking you were on the same page with someone, only to realize you were on different books. It’s a common problem at work that hinders collaboration and trust.

My biggest blunder of last year was clarity related.

Clarity is about having crystal clear expectations. Its clear answers to….

What are we doing?

Why are we doing it?

When do we need to get it done by?

Who needs to be involved?

Ambiguity in the answers to any of these questions leads to performance challenges. The more time we spend upfront ensuring we are aligned on the answers to these questions, the more it helps us create clear boundaries to thrive. A team starved of clarity by their leader will come undone eventually.

As CEO and Founder of DX, I am accountable for the success of everyone within my company. Clarity is key to effective leadership, culture, and team performance. It’s a human brain craving we all have, no matter age, gender, location, or setting. Only when you have clear boundaries can you hold people accountable to perform to the best of their ability within those boundaries, rewarding good behaviors and consequence bad behaviors. ?

A boundary is a psychological or emotional limit that defines acceptable and unacceptable behaviors or actions in any relationship, team, or organization. Establishing and respecting boundaries is crucial for maintaining healthy relationships.

A team member of mine made a bad decision last year that cost the business $30,000. I made the mistake of not being crystal clear on how big decisions get made at DX. What is a big decision!? Good question. I had assumed everyone knew that if a decision is over a certain dollar amount (big decision), you must run it past your boss. I also assumed that the leaders knew exactly what to look out for when their teams brought decisions to them to check. For example, for decisions involving a new supplier, you must have an SOW, and that SOW must be signed off by our VP of Operations. I wrongly assumed this was logical and everyone knew about it. I think I used the word “assumed” three or four times in the above paragraph. And there lies my learning.

"Assumptions are clarity's kryptonite"

In the above example, no crystal-clear boundaries had been set. I had assumed people would do what is right and take ownership of their decisions. That just doesn’t happen in the real world. People will mostly do their best, but typically that is not good enough. We all need crystal clear clarity on what best and worst look like, so we can really do our best.

We were $30,000 worse off because I had not set clear boundaries when it came to making “big” financial decisions within the DX world. Really what it comes down to is I wrongly assumed with a loose email or two that had been sent months ago and with great people on my team, that things like this wouldn’t ever happen. Well, they do!

Here is what happens in the real world with………

No boundaries:

When a leader fails to provide clear boundaries within a team, it sets the stage for a host of challenges. Team members may grapple with uncertainty, unsure of their roles and expectations, leading to confusion and potential conflicts. The absence of well-defined limits can result in a lack of direction, leaving team members to navigate their tasks without clear guidance. Without boundaries, decision-making becomes ambiguous, and priorities may be unclear, contributing to a sense of disarray. Communication within the team is likely to suffer, leading to misunderstandings and a breakdown of cohesion. In essence, a leader's role in establishing and communicating boundaries is pivotal for creating a thriving and harmonious team dynamic, where each member can contribute effectively toward shared goals.

Unclear boundaries:

When a team operates within unclear boundaries set by its leader, a myriad of challenges can arise. Team members may find themselves navigating a landscape of confusion, unsure about their roles and the expectations placed upon them. The lack of well-defined limits can lead to increased stress and a sense of overwhelm as individuals grapple with the ambiguity surrounding decision-making and task prioritization. Communication within the team may suffer, resulting in misunderstandings and a breakdown of trust among team members. Without clear guidance, accountability becomes elusive, and disorganization may set in, impacting the team's overall effectiveness. A leader's role is pivotal in establishing and communicating boundaries to provide the team with a framework for success, fostering a cohesive and productive environment.

With clear boundaries but no accountability:

When a leader establishes clear boundaries but neglects to enforce accountability measures, a team may face its own set of challenges. While the clarity of boundaries is essential, accountability ensures that team members take responsibility for their actions within those defined limits. Without accountability, there's a risk that individuals might not adhere to the established boundaries, leading to a potential lack of discipline and focus. To foster a truly effective and high-performing team, leaders must not only set clear boundaries but also institute mechanisms for accountability, reinforcing a culture of responsibility and driving the team towards its collective goals.

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With clear boundaries and rewards for good behavior and consequences for bad behavior:

A team thrives when a leader establishes clear boundaries and implements a system of rewards for positive behavior and consequences for misconduct. With well-defined limits, team members understand expectations and roles, fostering a cohesive and focused environment. The introduction of rewards for good behavior serves as positive reinforcement, motivating individuals to excel and contribute to the team's success. Conversely, consequences for undesirable conduct act as a deterrent, encouraging accountability and maintaining a sense of discipline. This approach creates a culture of responsibility and commitment within the team, where individuals are not only aware of their boundaries but also actively strive to exceed expectations, ultimately driving the team toward collective success.

Where are you as a leader, or where is your team?

Remember, higher-performing teams need higher-performing leaders who give their teams the clarity they need to thrive. Higher-performing leaders need higher-performing teams who ask their leaders to give them the clarity they need to thrive. Higher performance is a symbiotic relationship between leaders and teams.?

Clarity is the first step to higher performance. Knowing what is expected of you and what sandbox you are playing in, with clear rewards for playing well and clear consequences for leaving the sandbox, is critical. Not much good happens if you fail at the first hurdle.

For me, it’s a constant reminder that the sandbox is defined by more than one person being aligned on the 4W’s:

1. WHAT exactly needs to get done?
2. WHY are we doing what we are doing?
3. WHEN does it need to get done by?
4. WHO needs to be involved?

If the team had gone through these 4 questions together, I can guarantee you we would be $30,000 better off. My bad for not drinking our own Kool-Aid and working with the team on how to build clarity into the flow of work and not CAREing for those I serve.

CARE. The four human skills of effective leadership to get the hard stuff done.

Clarity, Autonomy, Relationships, and Equity?.

Without clarity, you end up having to steal autonomy and do things yourself. When you do things yourself, your head is down in the weeds. When you are in the weeds “doing” the work, you have no energy or time for building relationships. Relationships build trust and nothing good happens in a team without trust. Trust means you get to know your team for the humans they are, and what motivates them. When you know what motivates them and what makes them tick, you can treat them equitably. When team members are treated equitably, they kick ass = higher performance with a smile.

It starts with clarity. My Achilles Heel and what I am working hard in 2024 to solve.

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I hope you took some learning from my learning. If you found the content of value, please like, share, and comment, to help bring the message of CARE to the workplace.