Management Summary
Clarity and structure are the basis of effective leadership. Without clarity, misunderstandings arise and a vacuum is created, which in many cases is filled with uncertainty and conflict. As a result, productivity dwindles and cooperation suffers.
I am currently experiencing that many managers are avoiding clear words for fear of losing specialists. As a result, they risk the opposite: disorientation, declining commitment and, in the worst case, the loss of the best employees.
You can do this in everyday life, for example, to strengthen clarity and structure:
1. Create clarity regarding goals, roles and responsibilities
2. Define the rules of the game and demand compliance with them
3. expectations formulate clearly and Regular honest feedback give
4. Transparent decision-making processes Define and comply with
5. Continuous communication spaces (Daily, Weekly, Bi-Weekly).
6. Sharpen communication clarity - e.g. through short sentences, no softeners
A shortage of skilled labour is no reason for "fabric softener communication".
Many companies are suffering from an acute shortage of skilled labour. For fear of losing existing employees, more and more managers are shying away from clear communication. Language is becoming increasingly unclear, especially in situations of conflict or criticism. Criticism is either not voiced at all or softened that it is no longer heard. This not only makes development impossible. It also erodes cooperation.
The symptoms and consequences of this development are manifold.
- Quality drops.
- Respect and credibility are diminishing.
- Envy and resentment gain ground as those who abide by the rules feel disadvantaged.
- Dishonesty is on the rise.
- Trust is damaged.
- The feeling of belonging decreases.
- Cancelling service providers.
Clarity, both in communication and in structures, is therefore a core element of effective leadership, even in times of a shortage of skilled labour.
Clear communication can also be appreciative.
At this point, I would like to clear up another misconception that I come across time and again in my work: "If I communicate clearly, it could give the impression that I'm not showing appreciation."
On the contrary. For me, clear communication has something to do with respect and appreciation. This is because it creates transparency, comprehensibility and comprehensibility and thus prevents misunderstandings and conflicts.
Clarity does not necessarily mean harshness.
Attentive in attitude, clear in the matter.
A clear framework supports clear communication.
The following elements help managers and teams to structure their interactions and thus create clarity:
- Team or Corporate valueswhich are expressed in defined behaviour
- Goal clarity: Measurable team goals. What exactly should be achieved by when?
- Role clarityWhat roles do we need to achieve these goals?
- Clarity and comprehensibility of the Strategy: Which path do we take to reach our goal? What are the key milestones?
- Clear ResponsibilitiesWho takes care of what?
- Transparent Decision-making processesWho can decide what? How are decisions made? Who is involved? Who has the right of veto? Who only needs to be informed about decisions?
- Clear Decisions and agreements - recorded in writing if required
- Rule communication in the various constellations: Bilaterally between manager and employee, in a team, across teams in close collaboration and critical interfaces
The clearer and more transparent the framework is for everyone involved, the easier it is to communicate.
Speech for clear communication
The following sentence beginnings will help you to formulate clearly:
- It is our goal ...
- We want to achieve ... by the end of the month.
- We are now making the following decision: ...
- We agree as follows: ...
Concrete agreements answer three W questions:
- What exactly?
- Who?
- Until when?
How to formulate criticism clearly
Below you will find specific formulation suggestions that will help you to clearly state facts and express criticism.
- We agreed ... Now I realise that this agreement has not been kept.
- The agreement from our last meeting was ... This has not yet been achieved.
- (This behaviour) is part of our code of values. You have already violated this behaviour twice.
- Part of your area of responsibility is .... (example) shows me that you have not taken on this responsibility.
- The goal was ... This goal was not achieved.
- You wanted to give me ... by today. I haven't received that yet.
Once it is clear what the issue is, open up the conversation to dialogue in order to conclude with a concrete agreement at the end of the conversation.
Conclusion: Clarity and structure are essential in leadership
Clarity and structure are an elementary part of leadership - even in times of a shortage of skilled labour.
Managers who create structures and establish clarity enable productivity and create space for trusting cooperation.
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