The Importance of Clarity in Leadership: Setting Expectations, Roles, and Responsibilities
As a leader or manager, one of your most critical responsibilities is providing clarity for your team.
This doesn’t just mean giving instructions — it’s about ensuring that each team member understands their role and responsibilities and how their work aligns with broader organisational goals. When expectations are clear, your team can work confidently, knowing what’s expected of them and how they can contribute to the business’s success.
We’ll explore why clarity matters and share some practical methods for achieving it.
Why Clarity Matters
Improves Performance: When team members know exactly what’s expected of them, they are more likely to meet or exceed those expectations. Ambiguity breeds confusion and wasted effort, while clear guidelines empower employees to take action confidently.
Reduces Frustration: A lack of clarity can lead to frustration for employees. They might feel they’re doing everything right, only to find out later that they misunderstood their responsibilities. Clear communication helps prevent this, creating a more harmonious work environment.
Boosts Engagement and Accountability: Employees who understand their roles and responsibilities are more engaged. They also become more accountable because they know the targets they’re aiming for.
Methods to Provide Clarity
To consistently offer clarity as a manager, consider the following approaches:
Use Competency Frameworks
A competency framework is a structured model that outlines the skills, behaviours, and knowledge required for each role in your organisation. It’s an excellent tool for helping employees understand their responsibilities and how to succeed in their roles.
How to Use It: When onboarding new employees or coaching existing ones, refer to the competency framework to outline good performance. Break down the specific skills they need to develop and how they will be measured. This removes ambiguity and gives employees a clear path.
Here are some examples we have used in the past or like:
Example competency framework
BBC
https://downloads.bbc.co.uk/careers/documents/overview-of-competency-framework.pdf
GDS
https://gcs.civilservice.gov.uk/wp-content/uploads/2020/03/Government-Communications-Professional-Competency-Framework.pdf
Lift Barriers, Don’t Take Everything On
Your job as a manager is not to solve every problem yourself but to lift the barriers preventing your team from achieving their goals. When your team understands their roles and you actively support them by clearing obstacles, they can focus on what they do best without constantly coming to you for solutions.
How to Do It: When someone comes to you with a challenge, guide them toward a solution rather than stepping in and taking over. Ask questions that help them think critically, offer resources or support, and remove bureaucratic or procedural roadblocks slowing them down. This allows them to develop problem-solving skills while keeping them from getting bogged down in the details.
Help People Progress — in or out of Your Business
A great manager understands that not everyone’s long-term path will stay within your company. But you can still help them grow, whether that means growing into a new role in your organisation or transitioning out of it for new opportunities elsewhere.
How to Do It: Regular check-ins and development conversations are essential. Talk to your team members about their career goals and how they can develop within their current roles. Be open and supportive if they express interest in opportunities outside the company — this encourages trust and engagement while also showing your investment in their long-term success. You might even assist in finding training programs, mentorships, or new roles that fit their goals, inside or outside your company.
Practical Steps for Managers
To ensure you’re consistently offering clarity to your team, adopt these simple habits:
Regular 1:1 Meetings: Use these meetings to discuss progress, clarify expectations, and review individual responsibilities. Make it an open conversation where team members can raise concerns or ask for clarification.
Clear Job Descriptions: Ensure every role in your team has an up-to-date job description that outlines core responsibilities, key objectives, and the skills required.
SMART Goals: Set Specific, Measurable, Achievable, Relevant, and Time-bound goals for both individuals and the team. These goals give everyone something concrete to work towards, ensuring focus and alignment.
Why Bother?
Your role as a leader is to provide clarity, lift barriers, and help your team progress within your company or beyond.
By using tools like competency frameworks, focusing on lifting barriers rather than taking over, and guiding team members in their career growth, you set the stage for a high-performing and engaged team.