Ways to Address Miscommunication in Science Teams

Communication between science and IT teams is hampered by technical jargon. An effective strategy to facilitate alignment is to define a boundary of understanding and the sphere of what one cares to control. In a simplified view, imagine a line with IT and science at the opposite ends. The boundary of understanding is the middle point where the teams meet. This is as far as IT can comfortably understand the science and vice versa. When communicating to a partner team, details beyond their boundary of understanding should be abstracted away. You may encounter teams that have true or perceived understanding of another’s area of expertise. The question to pose is - “What is important for you to control? Why?”. Defining the sphere of control gives teams authority to move fast. Avoid unnecessary negotiations. If you are a science team, think of all computational work as software operating on data in a sequence of steps. The scientific questions need to be abstracted away. Think tools, files, speed and costs. Meet your IT team at their boundary of understanding. For IT teams, ask about software, process, user experience, performance and cost. Here is a made up research project - “We use FancyTool for protein folding to understand structural implications of genomic variants of the ABC3 gene identified by NGS implicated in disease X”. Interesting but hard to comprehend for all teams. Let’s restate the same in terms that both teams understand and care about - “We generate data at the lab. Output is in FASTA format up to 100GB per experiment. Data are processed with a community pipeline from nf-core. We manually inspect each step on our laptops. The pipeline must complete in < 12 hrs. We will submit each file to FancyTool using Jupyter Notebooks. We use StructureViewer to examine the output on our laptops. FancyTool must be always available and we want to get the fastest possible turnaround. Cost is not an issue“. Now that is a great starting point! #cloud #research #computationalbiology #IT #collaboration #science

Your team isn’t underperforming. They’re misaligned and afraid to ask. 🚨 Mixed signals kill trust faster than any mistake. Not because of what was said. But because of what wasn’t. You think you’re aligned. The meeting ended. Everyone nodded. But two weeks later, the outcomes don’t match the expectations. That’s not incompetence. That’s miscommunication. And it happens in high performing teams more than you think. 🧠 In fact, MIT research found even in elite teams, over 50% of collaboration breakdowns trace back to assumptions about clarity, not capability. The danger isn’t the disagreement. It’s the illusion of alignment. Here’s what poor communication looks like: → People nod when confused because they don’t want to seem lost. → Leaders send “polite signals” to avoid hard truths. → Teams interpret tone more than task. → Everyone fills in the blanks with their own biases. And we wonder why performance suffers. Why relationships feel off. Why things that should work… don’t. The real leadership failure is not calling time out when things feel unclear. We must normalize clarification as a strength, not weakness. If you feel unclear, they probably do too. Clarity isn’t passive. It’s a choice. A skill. Here’s how to lead with clarity: ✅ Don’t decode, confirm. Instead of guessing, ask: → “Can we align on what success looks like?” → “Just to be sure, what’s your understanding of this?” → “I heard you say X, is that right?” ✅ Don’t assume, summarize. After every major conversation, say: → “Here’s what I’m walking away with. Did I miss anything?” ✅ Don’t avoid, own it. When you feel out of sync, say: → “I don’t think we’re on the same page. Can we reset?” 🧠 According to a study by Gallup, teams that strongly agree they can ask clarifying questions without judgment are 64% more productive and 3x more likely to stay engaged. Communication isn’t just talking. It’s verifying understanding. And doing it consistently; especially when you’re tired, busy, or assuming “they get it.” Because high performers rarely ask for clarification. They perform anyway. But performance built on unclear expectations leads to silent resentment, burnout, and failure. Whether it’s your team, your boss, or your partner… Clear is always kind. → Great leaders decode before they decide. → Great partners clarify before they commit. → Great teams align before they act. If you’re tired of guessing what others really mean… It’s time to lead with clarity. Comment Below: What’s your go-to move when alignment feels off? ♻ Repost if you’ve seen mixed signals derail great work. I’m Dan 👊 Follow me for daily posts. I talk about confidence, professional growth and personal growth. ➕ Daniel McNamee

In our careers, misunderstandings and miscommunications are inevitable. However, the resilience of our professional relationships is tested not by these challenges themselves, but by how we navigate the journey back to mutual trust and respect. I recall a time when a significant misunderstanding with a colleague put a project we were both passionate about at risk. The mix-up stemmed from an email that was intended to clarify roles but ended up causing confusion about responsibilities. Tensions escalated quickly, affecting not only our collaboration but also the project's progress. The key to rebuilding our trust involved several crucial steps: 1. Immediate Acknowledgement: We acknowledged the misunderstanding swiftly without assigning blame. Recognizing the issue openly paved the way for a constructive conversation. 2. Open Communication: We dedicated time to sit down and discuss the misunderstanding openly and honestly. This was not a quick chat between tasks but a focused effort to understand each other’s points of view. 3. Apologizing Where Necessary: Both of us took responsibility for our parts in the misunderstanding. A genuine apology can go a long way in healing professional relationships. 4. Re-establishing Expectations: Together, we revisited and clearly defined our expectations moving forward. This helped prevent similar issues and ensured we were aligned in our project goals. 5. Reinforcing Trust Through Actions: Trust is rebuilt in the small moments. Following the conversation, we made a concerted effort to demonstrate our commitment through reliability, consistent communication, and support for one another. 6. Reflecting and Learning: Finally, this experience became a learning opportunity. We reflected on what went wrong and how we can better handle potential misunderstandings in the future. This incident taught me that trust is not just about believing in someone's abilities or intentions; it's also about the willingness to work through misunderstandings together, with integrity and openness. The concerted effort to repair our working relationship not only salvaged our project but also strengthened our professional bond, making us better collaborators. Have you experienced a similar situation where you had to rebuild trust with a colleague? What actions were key to re-establishing that trust? Sharing your story could inspire others facing similar challenges. https://lnkd.in/e7SRH9Cx

Communication is the glue that holds teams together, but even the smallest cracks can lead to major fractures if left unaddressed. Imagine trying to build a strong, sturdy wall without noticing the hairline cracks forming—those tiny issues eventually compromise the whole structure. The same is true for communication within teams. Here’s why communication cracks happen and how to address them before they break the team dynamic: 1️⃣ Clarity Over Assumptions One of the biggest causes of communication cracks is the assumption that everyone is on the same page. Leaders often believe their instructions are clear, while team members interpret them differently. The solution? Prioritize clarity. Spell things out, confirm understanding, ask for play backs from your audience and encourage team members to ask questions. It’s far better to over-communicate to get it wrong. 2️⃣ Build a Culture of Openness Fear of speaking up is a silent communication killer. If team members feel like they can’t ask questions, provide feedback, or share concerns, cracks start forming. Leaders must actively create an environment where openness is celebrated. Foster trust by inviting feedback regularly and responding with empathy and action. 3️⃣ Don’t Let Digital Overwhelm Human Connections In today’s workplace, we rely heavily on emails, chats, and virtual meetings. While these tools are convenient, they can dilute the human element of communication. Misinterpretations happen, and nuances are lost. Incorporate more face-to-face (or virtual face-to-face) conversations for clarity and connection. Sometimes, a 5-minute chat can fix what a dozen emails cannot. 4️⃣ Active Listening is Non-Negotiable Effective communication isn’t just about talking—it’s about listening. Leaders and team members alike need to practice active listening. This means not just hearing words but understanding intent, emotions, and the bigger picture. Active listening makes people feel valued and prevents misunderstandings from growing into bigger issues. 5️⃣ Address Conflict Early Unresolved conflict is one of the most visible cracks in team communication. When issues are ignored, they fester and grow, creating divides that are hard to repair. Address conflicts as soon as they arise. Create an environment where disagreements can be discussed constructively and lead to solutions, not resentment. Take Action Before It’s Too Late Communication cracks, if ignored, don’t just affect a single project or conversation—they compromise trust, productivity, and the overall health of the team. Proactively addressing them ensures your team remains aligned, resilient, and effective. What’s one step you’ll take this week to strengthen communication within your team? Let’s start the conversation below. 👇 #CommunicationMatters #TeamSuccess #ConflictResolution #Leadership #WorkplaceCulture #RuthOnLeadership