The Why Gap (“Is this thing on?” 🎤)

We’ve all been in that room. A leader passionately outlines a vision, convinced everyone gets it. Heads nod, notes are taken, and yet, when it’s time to execute, the results miss the mark. What went wrong?

It’s tempting to think the message wasn’t heard or repeated enough. But often, the real issue is deeper: the why gap wasn’t clear—not to the team, and maybe not even to the leaders themselves.

The Illusion of Clarity

Clarity feels obvious to the one holding the megaphone. Leaders spend weeks (or months) immersed in their strategy, discussing, tweaking, and living it. By the time they share it, it feels like second nature. But for the team hearing it for the first—or fiftieth—time, it’s not second nature. It’s abstract. Or invisible.

It’s like handing someone a map with no landmarks. They see the lines and symbols but don’t know where to start. The “why” behind the goals isn’t just a compass—it’s the legend. Without it, the path ahead stays blurry, and even the most motivated teams struggle to move in sync.

Why It Matters

The why gap creates friction everywhere. Teams focus on tasks instead of outcomes. Leaders feel frustrated when progress stalls. Motivation wanes because the team doesn’t see how their work fits into the bigger picture.

This disconnect isn’t just about execution—it’s about trust. When people don’t understand the purpose, it’s hard for them to feel invested. And when leaders assume alignment instead of fostering it, they miss an opportunity to bring everyone into the story.

Bridging the Gap

So how do we close the why gap?

1. Test Understanding with Curiosity
   Rather than asking, “Do we all agree?” try asking, “What do we think this means for our work?” This isn’t about catching people out—it’s about uncovering where things might be getting lost.

2. Involve the Team in Shaping the Why
   A “why” that’s handed down feels like homework. When we bring others into the process—asking questions, inviting their insights—it becomes a shared story instead of a dictated one.
   

3. Anchor the Why in Everyday Work
   The why isn’t a speech. It’s a thread. We can tie it into team meetings, decisions, and even small wins. How does this choice reflect our goal? How does today’s progress push us forward?

Moving from Confusion to Clarity

The real measure of clarity isn’t how many times we say something; it’s whether others can carry it forward. When the people leading the charge understand and believe in the why, it spreads. Goals feel meaningful. Teams move together. And leaders can spend less time repeating themselves and more time watching their vision come to life.

Let’s leave the gap behind.

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