Here’s an assumption I’m making – you’ve got your communication strategy nailed down for the change you’re engaging in. Having cohesive messaging that all leaders are aligned on is critical when working toward change.

But we all know that people don’t do things just because they are told. Anyone who’s been around small children knows this. I think I control my 3-year-old daughter, but in reality she controls me!

Clarity is about helping people understand why the change is necessary, what is changing, and what is not changing. But it’s also about transparency – creating a clear line of sight for employees about what’s happening in the organization, ensuring they can see the reality of the situation. People need to understand what is really at stake.

So while I might sugarcoat a story for my 3-year old daughter, I always keep things transparent for my people. If leaders don’t convey the facts, people will discuss among themselves and create conspiracy theories about what’s happening. This is wasted time and energy that could be invested in creating the change you’re after.

An important thing to remember about clarity is that it’s not about being right or having all the answers. It’s about facing reality and providing direction and honest insights as the situation evolves.