How many times has something happened, whether at work or elsewhere, that makes you wonder if you see the world completely differently from other people? I recently had a conversation with a close friend and both of us were convinced at the time that we were discussing the same topic and we were both vehement and passionate in our views on that topic. It turns out there was a small detail that had been missing from our exchange and this missing link ultimately led to confusion, concern and bewilderment amongst us about the views we were expressing. It was a minor blip in the scheme of things and we both laugh about it now, but it reinforced for me the importance of having clarity.
In the world of law, particularly, there’s always an imperative for that clarity: clients need to understand the advice they’ve been given, the context in which this advice sits and, perhaps, the limitations of the advice and the potential for unexpected, uncertain outcomes; lawyers need to be clear in expectation-setting, in delegating work, in understanding what’s needed from them (both legally & commercially) and in managing themselves in the process.
What I have encountered recently is a lack of this all-important clarity in the performance and progression arena amongst lawyers. How many of us can truthfully say that, in every exchange we’ve had with our colleagues, we have been really clear on what we expect from them? Or, honest in expressing our own needs and ambitions within our teams? I know I can’t make this claim and I reflect with a heavy-heart as I recall conversations from the past where, with good intention (of not wanting to hurt someone’s feelings or my own) I wasn’t as clear as I needed to be on the details that mattered. Those incredibly important conversations can hold the key to unlocking potential, psychological safety amongst a team/department/organisation and the culture that is experienced by those who work there.
So, how can we all get better at communicating with clarity, particularly when it comes to progression or performance conversations? Here are a few thoughts:
· Where possible, prepare in advance for the conversation (whether you are the one offering guidance or the one looking for support/promotion) – ask yourself what you really want (and need) to say and then how best to convey the important message – being kind, courageous and respectful doesn’t mean you need to shy away from engaging in the ‘tricky’ areas;
· Hold frequent and regular conversations like these (not just once a quarter, but whenever possible) so that the process of clear communication from everyone is the norm;
· Be open and honest – share your own vulnerability in having the conversation if that’s how you are feeling – connect with the person you are talking to;
· CHECK FOR CLARITY (MORE THAN ONCE)! Ask yourself and the other person whether what is being discussed is fully clear and be open to reconvening to discuss the topic again after a period of reflection (sometimes things land differently when you go away to think about the situation).
There are many more ways in which clarity can be achieved and perhaps this is a start. What do you do to ensure that there’s clarity in your conversations and in your life?