Decisions Without Communication: What Can Happen?

Top management may react in different ways,. Some possible reactions include: Request for clarification – Leadership may call the training manager to understand what happened, identifying communication and decision-making failures. Process review – To prevent similar situations from recurring, management may reinforce guidelines on planning, communication, and expectation management in future initiatives. Reinforcement of accountability – The training manager may be held accountable for the failure, whether through direct feedback, performance evaluation, or even a restructuring of their responsibilities. Impact on trust and credibility – If the situation affects the organization's image, management may question the manager’s ability to lead critical projects, reducing their autonomy. Implementation of corrective measures – Senior management may establish an action plan to restore the team’s trust, ensuring greater alignment among the parties involved and transparency in decision-making. Leadership changes – In more severe or recurring cases, the organization may consider replacing the training manager or restructuring the department to ensure greater efficiency.

From an ethical and management perspective, the manager's behavior was inadequate. He failed to ensure transparency, compromised the team's trust, and demonstrated a lack of strategic planning. Effective management requires engagement, clear communication, and decision-making based on principles that promote alignment and efficiency.

The team may react in various ways, depending on their level of involvement and the impact of the situation on its members. Some likely reactions include: Frustration and demotivation – The original trainer may feel that their work was undervalued, while the professionals who pursued certification may feel deceived or used without any real guarantee of opportunity. Distrust and loss of credibility – The training manager may lose the team's trust, as the lack of communication and alignment demonstrates poor leadership and commitment. Lack of future engagement – If situations like this are repeated, team members may become less willing to collaborate or invest time and effort in new initiatives. Internal conflicts – Tensions may arise among those involved, especially if there is a perception that decisions were made arbitrarily or if there are disputes over responsibilities. Questioning of leadership – The team may start to question the training manager’s ability to lead future projects, demanding greater transparency and clarity in strategic decisions.

Great insights,Luis! This example perfectly illustrates how poor communication can derail even the most well-structured plans. Transparency and alignment are not just operational necessities, they are fundamental to trust, efficiency, and overall project success. When key stakeholders are left out of decisions, not only does productivity suffer, but credibility and morale take a hit as well. An additional insight to consider is the hidden cost of miscommunication. Beyond wasted effort, unclear directives can lead to disengagement, resistance to future initiatives, and a culture of uncertainty. Effective leaders don’t just make decisions, they ensure those decisions are understood, aligned, and supported by all involved. As Peter Drucker said: "The most important thing in communication is hearing what isn’t said." Proactive communication prevents confusion before it even begins.