Being Clear is Being Kind: The Power of Clarity in Leadership and Workplace Culture

"Clear is kind. Unclear is unkind." – Brené Brown

What Does This Mean?

At first glance, Brené Brown’s statement may seem simple, yet its implications are profound. Clarity in communication fosters trust, accountability, and growth, while vagueness and avoidance can create confusion, frustration, and even harm. Being clear in setting expectations, giving feedback, or addressing challenges is an act of respect and care.

On the other hand, avoiding difficult conversations or being ambiguous in our words can lead to misunderstandings, disengagement, and broken relationships.

Clarity and Accountability

Being clear does not necessarily mean being prescriptive or controlling. Clarity can start from describing the desired end result, how success looks, or the broader vision while still honoring autonomy and individual mastery.

"If you want to build a ship, don't drum up the men to gather wood, divide the work and give orders. Instead, teach them to yearn for the vast and endless sea." - Antoine de Saint—Exupery

Effective leaders provide guidance while allowing flexibility, enabling employees to bring their strengths and creativity into their roles.

Clarity is the foundation of accountability. Research in organizational psychology highlights that employees perform better when they understand expectations, goals, and the reasons behind decisions (Locke & Latham, 2002).

When leaders clearly communicate responsibilities and objectives, team members feel empowered and motivated to take ownership of their work.

Conversely, when expectations are vague, accountability diminishes, leading to frustration, inefficiency, and even conflict.

In a workplace, unclear communication can manifest in different ways: uncertain job roles, ambiguous performance expectations, or mixed signals from leadership. This ambiguity can result in disengagement, as employees feel uncertain about their contributions or fear being blamed for misunderstandings.

Research suggests that ambivalent relationships, where interactions are inconsistent or unclear, are among the most mentally draining, leading to increased stress, anxiety, and burnout (Ritter et al., 2014).

When employees constantly navigate uncertainty, it takes a toll on their mental health, reducing their ability to focus, collaborate, and perform at their best. On the other hand, clear communication provides a framework for growth, reinforcing a culture where people feel valued and competent.

Being Clear is Being Kind: Name It to Tame It

Neuroscientist Dr. Dan Siegel emphasizes that to gain control over a challenge or problem, we first need to name it. His strategy, known as “name it to tame it,” is a cornerstone of emotional regulation and problem-solving.

As leaders or facilitators, mastering the art of pausing, observing team dynamics, and naming what we see is essential. It helps people articulate their values and identify what truly matters in a given situation.

Clarity, Courage, and Feedback

One way to ensure clear and constructive feedback is through structured frameworks.

These methods help remove ambiguity and make feedback actionable:

SBI Model (Situation-Behavior-Impact)

Example: "In yesterday’s team meeting (Situation), you interrupted your colleague multiple times (Behavior), which made it difficult for them to share their ideas and affected the flow of the discussion (Impact)."

Add A for Alternative: "When you create space and listen, you might learn something that adds value to your original idea and makes it even better. This also creates ownership."

COIN Model (Context-Observation-Impact-Next Steps)

Example: "During the project deadline last week (Context), I noticed that you submitted the report without the required data analysis (Observation). This led to additional delays in decision-making (Impact). Moving forward, let’s ensure reports include all necessary components before submission (Next Steps)."

DESC Model (Describe-Express-Specify-Consequences)

Example: "When you missed the deadline for the client proposal (Describe), I felt stressed because it impacted our credibility (Express). I need you to communicate earlier if you're facing delays (Specify), so we can manage client expectations better (Consequences)."

Leaders who encourage open and honest feedback foster an environment where employees feel safe to voice concerns, propose solutions, and innovate.

Being clear requires courage, especially in giving and receiving feedback. Many leaders and employees avoid difficult conversations out of fear of discomfort, rejection, or conflict.

However, research by Stone and Heen (2014) on effective feedback underscores that constructive, direct feedback is essential for personal and professional growth.

A culture that normalizes clear, direct feedback enables employees to learn, iterate, and improve. When people hesitate to express concerns or provide guidance, problems remain unaddressed, mistakes are repeated, and team performance suffers.

two people in nature, walking, talking and possibly solving problems image by Monika Kawka

The Role of Psychological Safety

Psychological safety - the belief that one will not be punished or humiliated for speaking up with ideas, questions, or concerns (Edmondson, 1999), is a key factor in creating a workplace where clarity thrives. In psychologically safe workplaces, employees feel comfortable seeking clarification, admitting mistakes, and engaging in honest dialogue.

A lack of psychological safety leads to people withholding concerns, fearing repercussions for pointing out issues or requesting clearer expectations. This avoidance can erode trust, weaken team cohesion, and prevent necessary course corrections before problems escalate.

Long-Term Consequences of a Lack of Clarity

A persistent lack of clarity can have serious long-term consequences for organizations. Unclear communication leads to inefficiencies, decreased employee engagement, and high turnover rates. Research from Gallup (2022) indicates that organizations with high levels of clarity and engagement outperform their competitors in productivity and employee retention.

A striking real-world example can be found in healthcare settings. When communication between doctors and nurses lacks clarity, often due to a history of leadership discouraging feedback, patient outcomes suffer.

Studies show that communication failures contribute to nearly 70% of medical errors in hospitals (The Joint Commission, 2015). A culture that does not prioritize clear, open dialogue among medical professionals increases the risk of misdiagnoses, delayed treatments, and compromised patient care.

Clarity in Creative Leadership

Creative leadership thrives on clarity. Innovation requires boldness, yet boldness is most effective when it operates within a clear structure. Leaders who provide clear guidance while allowing space for creativity enable their teams to take risks with confidence. When vision, goals, and expectations are well-articulated, creativity flourishes because individuals know the boundaries within which they can experiment and contribute.

Without clarity, creative teams can experience frustration, wasted effort, and misalignment. Imagine a design team working on a project with ambiguous objectivesthe result is likely confusion, rework, and loss of morale. Clear communication ensures that creative energy is channeled productively, leading to groundbreaking solutions rather than misdirected efforts.

Clarity as Kindness

Being clear is being kind. When we are clear, we cut through ambiguity, reduce misunderstandings, and provide a foundation for addressing challenges constructively. Naming conflict doesn’t create it; it acknowledges what’s already there and opens the door to resolution.

Clarity is the foundation of accountability, the courage to give and receive feedback, and the psychological safety necessary for a thriving workplace. Leaders who embrace clear communication foster engagement, innovation, and trust, while a lack of clarity breeds confusion, inefficiency, and even harm.

Organizations must recognize the long-term consequences of unclear communicationwhether in business operations, creative leadership, or life-and-death situations like healthcare. By prioritizing clarity, we create environments where people feel safe, empowered, and capable of doing their best work.

So, the next time you hesitate to be direct, remember: clarity is not harsh, it is an act of kindness.

Hi, I’m Monika, Strengths Coach, facilitator, social-profit organization leader, and photographer. I’m here to help you own your vision for meaningful growth and transformation, uncover your unique leadership strengths, and empower you and your team to thrive and create lasting impact. Passionate about driving change within, around, and beyond, I love supporting fellow change-makers on their journeys.