Why Unclear Instructions Undermine Trust

Two words that quietly kill trust, momentum, and leadership itself. Red. Amber. Green. All on at once. I was speaking to a leader last week. He said: “Gopal, I’m frustrated! My boss keeps saying ‘Let’s see’ to every decision. We don’t know whether to move or wait anymore.” I smiled. Not because it was funny. But because I’ve seen this pattern too often. I’ve worked with leaders who unknowingly weaponise two words: “Let’s see.” It sounds harmless. But it sends mixed signals that paralyse teams. Just like this traffic light. ⇢ Should I stop? ⇢ Should I wait? ⇢ Should I move? When leadership doesn’t commit, people don’t move. They hesitate. Second-guess. Spin in circles. And over time, trust erodes. Not because leaders are bad. But because they’re unclear. And ambiguity is exhausting for teams. It drains energy. Slows down progress. It creates a culture where no one knows what good looks like anymore. Here’s what "Let’s see" really does: ⇢ It creates the illusion of openness, but breeds frustration and inertia. ⇢ It pretends to buy time, but slowly sells out trust. ⇢ It sounds diplomatic, but is often fear: of being wrong, of upsetting someone, of being accountable. ⇢ It feels like thoughtfulnes, but your team needs direction, not endless reflection. And here’s the part no one says: The longer you stay in “Let’s see” mode, the more your team disengages. And if you’re reading this thinking: "Maybe I say ‘Let’s see’ too often." Good. That’s the first step. If you truly need more conviction, build it. But don’t hide behind the comfort of ambiguity. Leadership is about making calls when clarity is incomplete. ⇢ Where am I hiding behind "Let’s see"? ⇢ What decision am I postponing, that is costing my team trust? ⇢ Am I seeking more conviction, or avoiding more responsibility? And if you work with a leader stuck in “Let’s see” mode, don’t sit frozen. (I’ve failed here multiple times in the past!) Push for clarity. Ask: By when can we decide? What are we waiting for? What would help you commit? Waiting indefinitely is a choice too. One that costs you momentum. Safe leaders stall. Brave leaders decide. And remember: Leadership isn’t about lighting every path. It’s about choosing one, and walking it first. #careershifts #silentskills #leadershiptruths #decisionmaking #leadershiplessons

Clear communication is a fundamental responsibility of leadership. Early in my leadership journey, I often made statements like, "We need to think about data protection." One day, a team member, "J," approached me and asked, "What exactly do you mean by 'We need to think about data protection'?" That question made me realize that while I knew my intent, my team might not have fully understood it. From that moment on, I made a conscious effort to be more precise. Instead of vague directives, I started being more specific. For example, I would say, "We need to define our position on data protection and document our requirements. For instance, 'Data at rest must be encrypted and have a strong access policy.'" In other cases, I would state, "We need to analyze options for data protection and create a presentation based on our findings." If further discussion was needed, I would clarify, "We need to explore data protection strategies in more detail and document our final decision on implementation." Clarity in communication ensures alignment, sets expectations, and empowers teams to succeed. When messages are unclear, misunderstandings can lead to wasted effort, frustration, and missed deadlines. For example, if I had simply said, "We need to think about this," and later expected a documented decision while my team had only reflected on the topic, misalignment would have been inevitable. Conversely, when communication is precise, teams can focus their energy on execution rather than interpretation. As leaders of any sort - project leaders, technical leaders, team leaders, etc., it’s our responsibility to ensure our teams understand not just what we’re thinking, but also what action needs to be taken.

🚨 Managers: Before you fire someone for “not doing their job,” pause and consider whether you did *your* job to clearly communicate what you wanted. Too often, good employees underdeliver not because they’re careless or incompetent - but because they didn’t fully understand what you wanted. Here’s one of my favorite stories that exemplifies this perfectly: A mom calls up a bakery to ask if they can make a Paw Patrol cake for her child’s birthday. The bakery says – of course, no problem. But when she comes in to pick up the cake, they hand her a cheerful Papa Troll cake instead. Was the bakery trying to disappoint her? Of course not. But they did – because no one thought to clarify. One picture or one detailed description could have avoided the mix-up entirely. As an employment lawyer, I see this same miscommunication play out in real workplaces every day: 📍Managers assume instructions are clear when in fact they’re not as clear as their employees needed them to be. 📍Managers are unavailable to answer follow-up questions. 📍The result? Work product that misses the mark — and a frustrated boss ready to fire someone. It’s easy to fire an employee. It’s much harder to find and keep a good one. Before you lose a good employee over fixable, preventable communication issues, pause and ask: ✅ Did I clearly communicate what I wanted? ✅ Did I provide the training and tools they need to succeed? ✅ Did I give examples of what I want? ✅ Did I make myself available for questions? Good employees thrive with clear instructions and open communication. Make sure you’ve done your part — before deciding they haven’t done theirs. *not legal advice; informational only. Consult a lawyer near you for advice about your specific circumstances. #employmentlaw #employmentlawyer #smallbusiness #californiabusiness #smallbusinessowner #humanresources #employeeretention

𝗧𝗵𝗲 𝗰𝗼𝘀𝘁 𝗼𝗳 𝘂𝗻𝗰𝗹𝗲𝗮𝗿 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗶𝘀 𝗺𝗼𝗿𝗲 𝘁𝗵𝗮𝗻 𝗷𝘂𝘀𝘁 𝗰𝗼𝗻𝗳𝘂𝘀𝗶𝗼𝗻 — 𝗶𝘁’𝘀 𝗺𝗼𝗺𝗲𝗻𝘁𝘂𝗺 𝗹𝗼𝘀𝘁. I spoke with a candidate yesterday, and it sparked a thought I keep coming back to: 𝘞𝘩𝘦𝘯 𝘤𝘰𝘮𝘮𝘶𝘯𝘪𝘤𝘢𝘵𝘪𝘰𝘯 𝘣𝘳𝘦𝘢𝘬𝘴 𝘥𝘰𝘸𝘯 𝘢𝘵 𝘵𝘩𝘦 𝘵𝘰𝘱, 𝘪𝘵 𝘥𝘰𝘦𝘴𝘯’𝘵 𝘫𝘶𝘴𝘵 𝘤𝘢𝘶𝘴𝘦 𝘤𝘰𝘯𝘧𝘶𝘴𝘪𝘰𝘯 — 𝘪𝘵 𝘴𝘵𝘢𝘭𝘭𝘴 𝘱𝘳𝘰𝘨𝘳𝘦𝘴𝘴. In industries like oil & gas, where market dynamics shift quickly and decisions carry serious weight, clear and aligned communication is everything. Too often, the loudest person in the room sets the tone — not the most thoughtful, and certainly not the most aligned with the mission. When that happens, teams lose sight of the original goal, and forward momentum is replaced with misdirection. 🔹 In Houston’s energy economy, where innovation, transformation, and resilience are key themes, leadership communication has to be sharp and strategic. 🔹 Employees look to executives not just for direction, but for steady, transparent messaging that inspires trust. 🔹 Inconsistent or unclear communication at the top trickles down fast — and the cost isn’t just internal friction, it’s lost time, lost talent, and missed opportunity. In this industry, we don’t have time to waste chasing mixed signals. Clarity wins. Would love to hear from other leaders — how are you strengthening communication in your org to keep things moving forward? #HoustonEnergy #OilAndGasLeadership #ExecutiveCommunication #ClarityMatters #HRInEnergy #LeadershipDevelopment

In a past role, I worked at a company where leadership barely communicated. After layoffs, employees were already on edge, and the silence from leadership made things worse. Without clarity, people filled in the gaps with their own assumptions—usually the worst-case scenario. The result? ❌ Misalignment ❌ Wasted effort ❌ Eroded trust At the time, I didn’t fully appreciate how foundational communication is to leadership. Looking back, I see how everything could have been different with an outward-focused approach—one that puts employees first. One of the biggest mindset shifts I’ve been exploring in my leadership development (especially through the The Arbinger Institute) is the outward mindset—essentially, shifting focus from yourself to the people you lead. Instead of communicating based on assumptions, fear, or self-preservation, outward-focused leaders ask: ✅ What do my employees need to feel confident and aligned? ✅ How can I create transparency and reduce ambiguity? ✅ Am I actually listening—or just waiting to respond? If leadership in my previous role had taken this approach, they could have prevented so much of the fear and confusion that took hold. So what does outward-focused communication actually look like? 🔹 Communicate early & often – Silence breeds fear. Even if you don’t have all the answers, share what you do know. 🔹 Choose transparency over perfection – Waiting for a perfect plan only creates more uncertainty. Speak up. 🔹 Align teams proactively – Set clear goals (OKRs) and reinforce them so people know what truly matters. 🔹 Create psychological safety – Invite honest feedback. Then act on it. 💡 If you want to learn more on this, Kyra M. facilitates an excellent #psychologicalsafety course! The Bottom Line: Communication Is Leadership Communication isn’t just a “nice-to-have” leadership skill—it’s the foundation of trust, alignment, and productivity. Without it, even the best strategies fall apart. So if you’re in a leadership role, ask yourself: 👉 Are you turning outward in how you communicate? Your answer might determine the culture—and success—of your team. #Leadership #Communication #Trust #OutwardMindset

“That’s not what I thought this was about…” I’ll never forget this moment, an investigation where everything was technically “on track”… until it wasn’t. I was halfway through interviews when a key witness looked confused and asked: “Wait… what is this investigation actually about?” Oof. I realized that somewhere between intake and outreach, something important got lost: Clarity. Everyone had been briefed just enough to participate, but not enough to understand. The result? ➡️ Misunderstandings about the scope ➡️ Defensive responses in interviews ➡️ A process that felt murky, even though it wasn’t Here’s the thing: Even a well run investigation can lose trust if communication isn’t thoughtful, timely, and clear. That’s why now, I ask myself these questions before I start: ✅ How will I explain the purpose of this investigation in plain, accessible language? ✅ What do participants need to know about what this is, and what it’s not? ✅ How will I keep communication consistent across stakeholders without over-sharing? Planning isn’t just about documentation and timelines. It’s about setting the tone for a process people can trust. If you want a framework that helps you communicate clearly from Day 1, download my free Workplace Investigation Planning Template: 🔗 https://lnkd.in/g_RyT2h4 Because how people experience the process matters.

"𝐓𝐡𝐞 𝐒𝐢𝐥𝐞𝐧𝐭 𝐊𝐢𝐥𝐥𝐞𝐫 𝐨𝐟 𝐓𝐞𝐚𝐦𝐬: 𝐖𝐡𝐚𝐭 𝐇𝐚𝐩𝐩𝐞𝐧𝐬 𝐖𝐡𝐞𝐧 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧 𝐁𝐫𝐞𝐚𝐤𝐬 𝐃𝐨𝐰𝐧" Years back, I watched a high-stakes project collapse—not because of bad ideas or lack of effort, but because people stopped talking to one another. Assumptions replaced facts. Silence bred suspicion. By the end, the team wasn’t just failing—it was fractured. That experience taught me a hard lesson: 𝐏𝐨𝐨𝐫 𝐜𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧 𝐝𝐨𝐞𝐬𝐧’𝐭 𝐣𝐮𝐬𝐭 𝐜𝐫𝐞𝐚𝐭𝐞 𝐜𝐨𝐧𝐟𝐮𝐬𝐢𝐨𝐧—𝐢𝐭 𝐝𝐞𝐬𝐭𝐫𝐨𝐲𝐬 𝐭𝐫𝐮𝐬𝐭, 𝐬𝐭𝐚𝐥𝐥𝐬 𝐩𝐫𝐨𝐠𝐫𝐞𝐬𝐬, 𝐚𝐧𝐝 𝐟𝐮𝐞𝐥𝐬 𝐫𝐞𝐬𝐞𝐧𝐭𝐦𝐞𝐧𝐭. 𝑾𝒉𝒚 𝑪𝒐𝒎𝒎𝒖𝒏𝒊𝒄𝒂𝒕𝒊𝒐𝒏 𝑴𝒂𝒕𝒕𝒆𝒓𝒔 𝑴𝒐𝒓𝒆 𝑻𝒉𝒂𝒏 𝑬𝒗𝒆𝒓 In teams, relationships, and leadership, communication is the bridge between intention and impact. When it fails: 𝐏𝐫𝐨𝐠𝐫𝐞𝐬𝐬 𝐬𝐭𝐚𝐥𝐥𝐬 – Unspoken expectations lead to misaligned efforts. Projects drag, deadlines slip, and frustration grows. 𝐁𝐚𝐫𝐫𝐢𝐞𝐫𝐬 𝐛𝐞𝐜𝐨𝐦𝐞 𝐰𝐚𝐥𝐥𝐬 – Silence doesn’t just create gaps; it hardens them. People form biased perceptions that are hard to undo. 𝐓𝐫𝐮𝐬𝐭 𝐞𝐫𝐨𝐝𝐞𝐬 – Without clarity, suspicion takes root. Teams start asking, "What are they hiding?" instead of "How can we solve this?" 𝑻𝒉𝒆 3 𝑾𝒐𝒓𝒔𝒕 𝑪𝒐𝒎𝒎𝒖𝒏𝒊𝒄𝒂𝒕𝒊𝒐𝒏 𝑻𝒓𝒂𝒑𝒔 (𝒂𝒏𝒅 𝑯𝒐𝒘 𝒕𝒐 𝑨𝒗𝒐𝒊𝒅 𝑻𝒉𝒆𝒎) 𝐓𝐡𝐞 𝐑𝐞𝐛𝐮𝐭𝐭𝐚𝐥 𝐓𝐫𝐚𝐩 "I’m not listening—I’m just waiting to respond." When communication becomes about winning arguments rather than solving problems, conflicts escalate. 𝗙𝗶𝘅: Pause. Ask, "What’s the goal here—victory or understanding?"* 𝐓𝐡𝐞 𝐋𝐞𝐜𝐭𝐮𝐫𝐞 𝐓𝐫𝐚𝐩 One-way directives with no room for dialogue. Short-term compliance might happen, but long-term engagement dies. 𝗙𝗶𝘅: Replace "Here’s what you need to do" with "What are your thoughts on how we move forward?"* 𝐓𝐡𝐞 𝐄𝐠𝐨 𝐓𝐫𝐚𝐩 Using words to assert dominance rather than foster collaboration. Condemnation breeds resentment—not results. 𝗙𝗶𝘅: Shift from "I’m right" to "Let’s figure this out together."* 𝐓𝐡𝐞 𝐖𝐚𝐲 𝐅𝐨𝐫𝐰𝐚𝐫𝐝: 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧 𝐓𝐡𝐚𝐭 𝐁𝐮𝐢𝐥𝐝𝐬, 𝐍𝐨𝐭 𝐁𝐫𝐞𝐚𝐤𝐬 Great communicators don’t just speak—they connect. Here’s how: ✅𝐂𝐥𝐚𝐫𝐢𝐭𝐲 𝐨𝐯𝐞𝐫 𝐜𝐥𝐞𝐯𝐞𝐫𝐧𝐞𝐬𝐬 – Ambiguity creates confusion. Directness (with empathy) creates alignment. ✅ 𝐋𝐢𝐬𝐭𝐞𝐧 𝐭𝐨 𝐮𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝, 𝐧𝐨𝐭 𝐭𝐨 𝐫𝐞𝐩𝐥𝐲 – The best solutions emerge when people feel heard. ✅ 𝐇𝐮𝐦𝐢𝐥𝐢𝐭𝐲 𝐨𝐯𝐞𝐫 𝐡𝐢𝐞𝐫𝐚𝐫𝐜𝐡𝐲 – Leadership isn’t about having the last word; it’s about creating shared success. 𝐀 𝐂𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞 𝐟𝐨𝐫 𝐘𝐨𝐮 Reflect on a recent misunderstanding—was it truly about the issue, or the communication around it? How have you seen communication make—or break—a team? Share your stories below. 👇 Let’s learn from each other. #Leadership #Communication #Teamwork #EmotionalIntelligence

🧠 The Curse of Knowledge strikes again… This comic made me laugh — and then wince. Why? Because I’ve been that presenter. So deep in my own expertise that I forgot to meet others where they are. 👇 In case you haven’t heard of it, the “Curse of Knowledge” is a cognitive bias where we assume that others know what we know. We skip context. Use jargon. Move too fast. And when the message doesn’t land, we blame the listener — instead of reflecting on how we delivered it. Something for you to consider this week: 💬 “What’s simple to you might be completely unclear to someone else.” Clarity isn’t the listener’s responsibility. It’s the communicator’s. Whether you're leading a team, presenting a strategy, or onboarding someone new, the principle is the same: 🔁 Meet people where they are. Not where you wish they were. At DX Learning, we anchor this in Clarity—the first part of the CARE Equation. Because without clarity, trust erodes, performance suffers, and collaboration breaks down. So next time you’re communicating something important this week, ask yourself: 👂 “Am I speaking to be understood? Or just to be heard?” Thanks to Work Chronicles for the great reminder.