Good Leaders Do Not Command - They Provide Clarity

It was this viral video from Nick Shackleton-Jones that served as a stark reminder that those who choose to lead must learn to unlearn and relearn.

Leadership is not about walking up and down corridors in your suit and tie and feeling important. It’s not about being the first to speak in meetings. It’s not about commanding respect.

It’s not about people laughing at your bad jokes. It’s not about having drinks with clients at the end of the day.

If this is what you think leadership is about, you are one of those people who demand employees return to the office. That is where your empire existed. That is where you wore your crown. This is where your ego got stroked. In the office, you had a sense of self. It gave you an identity.

And then, along came a pandemic, and it took that away from you. You are lost. You do not know what to do. You believe that the only solution is to go back to the good old days before March 2020.

If this is you, you are not a leader. Period.

It is time to wake up and understand what leadership is and is not.

Leadership reframed

Leadership is not about control, giving orders, setting rules, and expecting compliance.

Good leaders don't lead through power – they lead through purpose.

Leadership isn’t about authority. It’s about alignment. It’s about helping people understand why something matters, how their work contributes, and where the organisation is heading. When people have that clarity, they gain confidence, feel empowered and supported, make better decisions, and take ownership of the outcome.

·       Good leaders do not direct - they provide direction.

·       Good leaders do not command - they provide clarity.

·       Good leaders do not control - they build confidence.

·       Good leaders do not dictate - they inspire dialogue.

·       Good leaders do not manage people - they empower them.

Each of these shifts moves leadership from control to connection, from compliance to commitment. They require a mindset that values autonomy, trust, and mutual respect.

Clarity sits at the centre of it all. Without it, people fill the gaps with assumptions. Confusion breeds hesitation. Misalignment creates rework. But when leaders provide clarity, they remove friction. They replace uncertainty with focus and replace fear with trust.

Clarity

You cannot assume that just because you said it, it has been understood.

You cannot assume that because you have said it numerous times, it has been understood.

It is not about repeating yourself; it is about checking understanding.

If your  employees do not have clarity, it leads to

·       Confusion

·       Chaos

·       Conflict

·       Crisis

·       Complacency

·       Cynicism

You avoid this situation by providing clarity on three levels.

·       Strategic clarity

·       Operational clarity

·       Role clarity

Each is underpinned by effective communication.

Strategic clarity

This is your ability to clearly communicate the organisation’s purpose, goals and roadmap. Strategic clarity articulates what the organisation wants to achieve, why, and how it will achieve it.

When there is strategic clarity, everyone understands the long-term goals, which removes confusion and ambiguity.

It increases engagement and motivation as everyone knows how their role and that of the team align with the organisation’s direction. Role clarity must be in sync.

The organisation’s strategy informs decisions, and resources are focused on the right areas.

Operational clarity 

This is the clear definition of how the day-to-day running of the organisation will support its goals and purpose. It details the plans, systems, processes and procedures that will enable execution of the strategy.

There is a shared understanding of “what” must be done to support the “why” and “how.” There are shared priorities, language, and objectives. The goals and metrics are clear, enabling informed and faster decision-making.                     

Role clarity

There is role clarity when every individual understands their role, including their specific accountabilities, responsibilities, tasks, and expectations, as well as how their role contributes to the achievement of the organisation’s goals.

Everyone knows what they are required to do and how their outcomes will be measured and evaluated. They understand how their roles interact with others, both within and outside the team.

Role clarity removes the confusion and chaos. It removes conflict as everyone knows what is expected of each other.

There is increased motivation, engagement, and a reduction in uncertainty and stress.

Effective communication

When I work with leadership teams to improve their communication skills, I tell them to think about effective communication as a conversation.

In a couple of newsletters some years ago, I explored the difference between communication and conversation.

A Little Less Communication and A Little More Conversation Please – Part 1

A Little Less Communication and A Little More Conversation Please – Part 2

At its core was the premise that communication can be a one-way broadcast, whereas communication is a two-way exchange. It is the difference between talking at someone as opposed to talking with them. It is a dialogue, not a monologue.

When we have a conversation rather than just communication, it allows us to connect, explain, talk, listen, engage, exchange, transform, and reshape, building relationships and creating understanding. It provides clarity.

You can only ensure clarity at a strategic, operational, and role level by seeking feedback and checking understanding. Never assume that your message has been heard as intended.

Ask questions to determine if people understand or not. Ask people what they heard. This enables you to hone your communication not only in that instance but also for the future. Feedback is the formula for effective communication. You will only know how good your communication is by asking people what they heard. Also, ask them how you could improve.

Not an option

Provision of clarity at every level is not an option.  When there is a lack of clarity, confusion and uncertainty ensue. People lose confidence in the direction of the organisation, which in turn diminishes their purpose.

Cynicism and complacency take hold, which is not acceptable. As Bréne Brown said, “Clear is kind. Unclear is unkind.”

People will not follow a leader when the direction is unclear. A lack of clarity erodes trust in the leader.

Clarity also comes from consistency. When leaders walk their talk, visibly support the organisation’s goals and direction, and communicate with clarity, people trust them.

While clarity can build trust, trust can also create clarity.

When employees trust their leaders, they are more likely to seek advice, admit a lack of understanding, or share their uncertainties, and strive to align their efforts with the organisation's goals. They seek clarity.

CTA 

Leadership is not about control. It is about clarity. Are you commanding or are you clarifying?

Good leaders are those who create clarity, not control.

Lead the change. Start now and watch how others follow you.

“Clarity is the preoccupation of the effective leader. If you do nothing else as a leader, be clear.” – Marcus Buckingham.