The Call for Clarity
Do you ever notice things that at their core are clearly a product of intentional work yet come across as confusing – or at least create that possibility?
The photo tagged to this post is one I took at a medical clinic across from my son’s school and I think that it’s both pretty funny but also fits this potential. Admittedly my sense of humor can be a bit to one end of the bell curve, but seriously… can you imagine a place of business called ‘Gentle Dental Cardiology’? Maybe it just reflects how I feel about going to the dentist! But can we at least acknowledge that is somewhere between oxymoronic and “C’mon, man…”?
Recently, I’ve been in more conversations about the importance for clarity. One CEO relayed, “our people have been asking me a lot about our company vision…”. Another confessed, “yeah, we’ve never really done that work” in referring to establishing vision. Two others asserted that while their companies have vision statements, “it doesn’t get me excited”. That’s four separate conversations in about four weeks!
Maybe it’s a function of the fourth quarter and planning for the new year. Perhaps it’s a function of where we are in the life cycle of a global pandemic. But here’s the thing: All four of these companies are strong in their field and all four CEOs are good leaders.
It all reminds me of a model we created back in 2005 at Soderquist Leadership (now Milestone Leadership). This model simply illustrates the relationship of an organization’s strategic focus and its people’s ability to execute. My favorite part of the model says that, “Organizational clarity promotes individual initiative…”
Can we agree that all of us as leaders want people to take initiative? To make great decisions? Exercise sound judgment? And make reasonable assumptions? Well guess what: That has a lot to do with the organizational clarity we provide!
Like the sign, it’s not good enough to say, “Well, you know what I meant.” or “You should be able to figure that out.” Both may be true but that does not excuse lack of clarity on our part. As leaders, it falls on us to be out front. Yes, casting vision. Yes, clarifying values. Yes, at times, directing execution. Yes, setting standards. Yes, recognizing those performing well and calling for more of it. And just when we think we’ve done it enough, yes, taking a deep breath and doing it some more.
When people are asking, it’s an indicator we’re behind. When our people aren’t taking initiative or failing to execute, it’s possible we’ve omitted something they need. Let’s accept responsibility for the signs outside our buildings and everything else that follows. This is our call to clarity.