Leading with Intent: How to Align Your Intentions and Impact

When Intentions Don’t Land Well

The other day, a senior leader shared something that made me pause.

He made a decision with good intent - he wanted to give his team more autonomy. But instead of feeling empowered, his team felt abandoned. They thought he had stopped caring.

His response? “That wasn’t my intention at all!”

But here’s the thing - it’s not about what you intend, it’s about how people experience it.

And that’s true everywhere. Whether it’s a disagreement in a team or a war between nations, the root cause is often the same:

? People doubt a leader’s intent

? People feel the unintended impact of a leader’s actions

So, how do you, as a leader, make sure your intent is clear and your impact is right?

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People Follow Leaders When They See Two Things

Trust in leadership comes down to two simple but powerful beliefs. When people work with you, they need to be sure of two things:

? You care about their concerns. (Mutual Purpose – The Entry Condition)

? You care about them as individuals. (Mutual Respect – The Continuance Condition)

Miss either, and doubt creeps in.

Example: A leader announces a major change in the team’s structure.

• If people don’t see the Mutual Purpose, they think: “Is this just to benefit the company at our expense?”
• If people don’t feel the Mutual Respect, they think: “Does my opinion even matter here?”

Leadership is not just about taking action. It’s about ensuring people understand your intent behind those actions.

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Mutual Purpose: Do They Know You Care About Their Concerns?

People will only trust your leadership if they believe you are working with them, not just for yourself or the business. Mutual Purpose makes people feel included in decisions rather than just affected by them.

?? Where Leaders Go Wrong:

• Making decisions based on what they think is best without ensuring the team is on board.
• Assuming people will automatically connect the dots and understand the reasoning behind a decision.

? What to Do Instead:

• State the purpose clearly. Tell people why this decision is being made.
• Link it to shared goals. Show how it benefits everyone, not just the business.

?? Example: Instead of saying: ? “We’re restructuring the team for efficiency.”

Try: ? “We want to work smarter, and this change will help each of you have more defined roles and less confusion.”

?? When people see the purpose, they’re more likely to trust your intent.

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Mutual Respect: Do They Feel Valued?

Even when leaders have the best of intentions, people won’t buy in unless they feel respected. Respect is not just about politeness - it’s about how people experience your leadership in day-to-day interactions.

?? Where Leaders Go Wrong:

• Assuming that being polite is enough to show respect.
• Delivering feedback or making decisions without acknowledging how it affects people.

? What to Do Instead:

• Acknowledge the emotional impact before jumping into logic.
• Give people a voice - let them share their concerns.
• Check in, even after a decision is made.

?? Example: Instead of saying: ? “This report isn’t good enough.”

Try: ? “I see the effort here. Let’s refine this section together to make it sharper.”

?? Respect isn’t just in words - it’s in actions.

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How to Align Your Intent and Impact

The best leaders don’t just assume people understand them—they make sure of it. When leaders are intentional about both their intentions and their impact, trust grows.

Here’s how to ensure your intent lands the way you want it to:

1?? Check Your Intent Before Acting

• Ask yourself: “Does my team really understand why I’m doing this?”
• If you’re unsure, communicate more clearly.

2?? Make Your Intent Visible Through Your Words & Actions

• Explain the “why” behind decisions.
• Use we and us instead of just I.

3?? Ask for Feedback

• A simple, “How is this landing with you?” can prevent misinterpretations.
• If your intent isn’t coming across the way you hoped, adjust your approach.

?? Example: Before making a big change, a leader could say: ? “I’d love to hear your thoughts on this. What concerns you the most?”

?? When you check for alignment, you build trust.

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Final Thought – Do People Understand You?

Think about a time when your good intentions were misunderstood.

• What happened?
• How did you handle it?

The best leaders don’t just mean well - they make sure people know they mean well.

How do you ensure your intent is clear to your team? Let’s discuss in the comments! ??

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Wrapping Up

The leader in my opening story? He realized that leadership is not about assuming clarity—it’s about creating it.

? Intent without clarity breeds doubt.

? Intent communicated well builds trust.

Make sure your team doesn’t just hear you - they understand you.

About Impact Consultants

At Impact Consultants, we help organizations and teams develop leaders at all levels—from first-time managers to senior executives. Our focus is on practical leadership development that drives real impact in workplaces.

Thank you for taking the time to read this article! If you're looking to strengthen leadership in your organization, I'd love to connect. Feel free to reach out to me at [email protected].

#Leadership #Influence #Trust #Communication #Impact

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