No Plain No Gain

To do business without clarity is insanity. I have not been, and remain, the least talented person in my world. However, I find that the clearer I can be in any endeavour of life and business the more successful I am - No Plain, No Gain!

For more of a critical handle on 'Clarity I encourage you to read 'The Advantage: Why Organizational Health Trumps Everything Else in Business' by Pat Lencioni

Here's an Excerpt:

The Four Disciplines

What exactly does an organization have to do to get healthy?  There are four simple – but again, difficult – steps.  They include:

  1. Build a Cohesive Leadership Team - The first is all about getting the leaders of the organization to behave in a functional, cohesive way.  If the people responsible for running an organization, whether that organization is a corporation, a department within that corporation, a start-up company, a restaurant, a school or a church, are behaving in dysfunctional ways, then that dysfunction will cascade into the rest of the organization and prevent organizational health.  And yes, there are concrete steps a leadership team can take to prevent this.
  2. Create Clarity - The second step for building a healthy organization is ensuring that the members of that leadership team are intellectually aligned around six simple but critical questions. Leaders need to be clear on topics such as why the organization exists to what its most important priority is for the next few months, leaders must eliminate any gaps that may exist between them, so that people one, two or three levels below have complete clarity about what they should do to make the organization successful.
  3. Over-Communicate Clarity - Only after these first two steps are in process (behavioral and intellectual alignment), can an organization undertake the third step: over-communicating the answers to the six questions.  Leaders of a healthy organization constantly – and I mean constantly – repeat themselves and reinforce what is true and important.  They always err on the side of saying too much, rather than too little.  This quality alone sets leaders of healthy organizations apart from others.
  4. Reinforce Clarity - Finally, in addition to over-communicating, leaders must ensure that the answers to the six critical questions are reinforced repeatedly using simple human systems.  That means any process that involves people, from hiring and firing to performance management and decision-making, is designed in a custom way to intentionally support and emphasize the uniqueness of the organization.