Setting the Stage

When execution is off, most leaders assume it’s a performance issue.

But in my experience, it usually starts with unclear direction.

We think we’re being clear.

The team nods along.

Then the work comes back… and it misses the mark.

That gap isn’t incompetence. It’s ambiguity.

Confusion feels like underperformance, but it usually starts upstream.

The best leaders aren’t just inspiring.

They’re precise.

They make expectations visible.

They don’t assume clarity,they check for it.

Want your team to execute better?

Start by saying things more clearly.

1. Define What “Good” Looks Like

Before assigning anything, clarify:

→ What does done look like?
→ What are we aiming for?
→ What’s non-negotiable?

2. Say It Out Loud and in Writing

Even simple projects deserve a quick written follow-up.

Verbal clarity is fleeting. Written clarity sticks.

3. Ask Them to Recap the Ask

Say: “Just so we’re aligned, can you summarize how you’re thinking about it?”

You’ll learn fast where you’re not as clear as you thought.

4. Don’t Wait to Course-Correct

If something’s drifting, step in early.

Small adjustments beat full rework every time.

Takeaway:

If your team isn’t executing the way you expect, the first place to look is the mirror.

Clear direction isn’t micromanagement.

It’s leadership.

Here’s a simple check:

→ Can your team repeat the priority, outcome, and timeline without guessing?

If not, slow down and clarify.

Most execution problems are actually clarity problems in disguise.

~ Chad Todd

This week, take one project you’re about to delegate, and be intentional and as clear as possible about what’s expected. Write it down. Say it back. Make sure “done” means the same thing to both of you.

P.S.

If you’re serious about building a stronger culture and better leadership systems, check out Culture Wheel.

It’s the platform leaders go to hone their skills and build engaged teams and simplify performance reviews.

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