If you’ve heard me say it once, you’ve heard it a thousand times: In all workplace drama, and in all relationship drama there is always a common element, and that is a lack of clarity. So how does a lack of clarity show up in leadership? Here are four real life examples (from different conversations and different industries.) What is the same is that the issue is about an ineffective employee or a performance problem. Once you read through these, the answers seem obvious and simple.

Truth is, it’s easier to be a couch quarterback than to be in the real game of leading others. But let’s be honest… how often have you had these same experiences? I know I have. Again, it’s not about perfection but about course correction. And remember…clarity can change any situation.

Example #1

Supervisor: I have a problem employee who is just not working out.

Me: What is she doing that’s not working?

Supervisor: I don’t know.


Comment: If you can’t artculate what’s not working this is a lack of clarity. Make a list of what’s not working and that will guide you to the next step, which is to know what you want.

Example #2

Employer: I have a project manager who is not engaged.

Me: What is it you want your project manager to do that he’s not currently doing? Or what behavior do you want to see that you don’t see right now?

Employer: That’s hard to say.


Comment: It’s your job as a leader to know what you want. If you have trouble articulating what you want to your employee how do you expect him or her to know?

Example #3


Practice Manager: I have a Queen Bee who stirs the pot.Me: How long has this pot stirrer worked for you?Practice Manager: At least ten years.Me: Has her performance been ineffective the whole time?

Practice Manager: Pretty much.

Me: Have you had a dialogue about what you want to change?

Practice Manager: No


Comment: Without feedback it’s difficult to mentor someone to improvement. Ask yourself if it’s fair to let someone work for you for years without giving real feedback about what is working and what is not working.

Example #4

HR Manager: I really handled my communication with the director of marketing in a bad way.

Me: What do you wish you would have done differently?

HR Manager: I’m not sure…

Me: What is it that you regret?

HR Manager: The general tone of the meeting and how I got triggered.


Comment: The good thing about making a mistake, or feeling regret is the chance to reflect and course correct. If you have a regret, the next question is this: If I had it to do over what would I do differently?

The answer is always to seek clarity. How you know you are unclear is by how you FEEL. You will have the experience of regret, or discomfort, or the desire to avoid something. This is an indicator that you are unclear.


Three Takeaway Points

1. It’s always about course correction not perfection.
2.You can lead by example and have a do-over by owning the part of the problem that you contributed to.
3. Clarity can change any situation.

Join me on July 17, 2013 at 10:00 Pacific | 11:00 Mountain | 12:00 Central | 1:00 Eastern for the 5 Traits of Authentic "Drama Free" Leaders. ☆ ★ REGISTER NOW ☆ ★

Marlene Chism is a professional speaker, trainer, consultant and author of Stop Workplace Drama (Wiley 2011).  To learn more about Marlene and what she can offer visit www.stopworkplacedrama.com or www.marlenechism.com