Years ago, I watched a gifted leader get fired.
A brilliant strategist. A connector who could influence and inspire action like nobody else. But after five years, they had to let him go.
For one reason.
“This sounds crazy because we love you. We believe in you. You’ve done good work here. But we don’t know where you want to take us.”
He lacked clarity.
That story haunts me because I’ve seen it play out in boardrooms and strategy sessions across the country. Leaders convinced they’re communicating clearly while their teams drown in confusion.
The Clarity Trap Every Leader Falls Into
I used to think clarity was simple. Say what you mean. Be direct. Mission accomplished, right?
Wrong.
After two decades of working with leaders, I’ve discovered that the biggest communication failures don’t happen because leaders are unclear. They happen because leaders assume they’re clear when they’re not.
Seven Reasons You Think You’re Clear (But Your Team Doesn’t)
Through our strategic planning work at The Barzel Group, I’ve identified seven common assumptions leaders make about clarity. Every single one is dangerous.
1. Because You Were Clear
You said it plainly. You weren’t confusing. You didn’t ramble. But just because you delivered a clear message doesn’t mean it stuck.
2. Because It’s Clear to You
When we know something, our brain automatically assumes others know it too. The more familiar something is to you, the more you assume it’s familiar to everyone else.
3. Because You Said It
If you have to say “remember I told you,” they don’t remember. You said it, but it didn’t stick.
4. Because No One Asked Questions
Silence doesn’t equal agreement. It doesn’t even equal understanding.
5. Because You Haven’t Heard Otherwise
The dangerous assumption here is: “If there was a problem, they would tell me.” As leaders, we know that’s not true. People don’t always surface confusion.
6. Because They Said They Understood
“Yep, I got it.” Famous last words. What they caught wasn’t the ball you threw. They understood something—it just wasn’t what you meant to communicate.
7. Because Everyone’s Excited and There’s Momentum
This one’s tricky. I’ve seen organizations grow like crazy while internal chaos churned beneath the surface. Momentum doesn’t equal alignment. Energy doesn’t guarantee clarity.
The Human Challenge You Can’t Ignore
Here’s what makes clarity so difficult: we’re all human. Your team is constantly filtering what you say through their own experiences, assumptions, and unspoken questions.
Some filter through optimism. Others through cynicism. Some bring assumptions you’ll love. Others bring assumptions that’ll make you cringe.
And they’re all thinking of questions. But, when people don’t voice their questions, they answer them themselves—and that’s when wrong motives and bad assumptions take root.
Your team can be flourishing on the outside while working without clarity on the inside. Don’t let growth fool you into thinking everyone’s aligned.
Four Rules for Getting Real Clarity
After facilitating hundreds of strategic planning sessions, here’s what I’ve learned about creating lasting clarity:
Rule #1: Work Ridiculously Hard at It
If maintaining clarity isn’t exhausting you, you’re not doing it right. This should be one of your biggest jobs as a leader.
Rule #2: Never Assume Silence Means Understanding
Break the silence. Ask questions. When you’re tired of asking questions, you’re probably just getting started. “Who sees it differently?” is one of the most powerful questions a leader can ask.
Rule #3: Make Role Clarity Your Job Description
Every person who reports to you should have crystal clarity on two things: the mission and their part in it.
Rule #4: Write It Down
If it’s not written down, it doesn’t exist. I’ve lost count of how many times I’ve asked clients, “Is that policy written down?” and gotten a sheepish “I think so” in response. If something deserves clarity, it deserves pen and paper.
The Friend Factor in Leadership
Leaders who master clarity approach communication like a good friend would. Friends don’t assume you understand their shorthand. They ask good questions. They check for confusion. They clarify without condescension.
That’s what we call being a “Second Voice”—someone who comes alongside to sharpen your thinking and help you see blind spots. Every leader needs that perspective, whether from a coach, advisor, or trusted team member.
Your Next Move
Clarity isn’t a destination—it’s a discipline. You’ll never arrive at perfect clarity and stay there. It requires constant work, endless questions, and the humility to realize that what’s obvious to you might be completely foreign to your team.
Want to dive deeper into this topic? Watch our webinar about it here, where I share more stories, answer audience questions, and provide additional frameworks for building clarity in your organization.
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