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Share the why. Then share it again.

Always take the time to explain your reasoning behind important decisions. You may have a clear picture in your mind about the why, but your team doesn’t have the same information you do.

Example: A bad team lead would say, “We’re using Status Hero now.” A good team lead would say, “We’re using Status Hero now to get you more focused time back, highlight blockers so I can clear them for you, and open up your schedule for deep work and free time.”

You’re managing brilliant people. Bring them inside and engage their sense of logic. If they raise concerns about your logic, listen to them. They’re the ones that have to deal with the impacts of your decision-making.

Once you’ve shared the why, share it again. And again. Make it unavoidable. By the time you’re getting sick of saying it your team is just starting to process it. Keep going until that “why” is a part of your team culture.

Best practices:

  • Document mission and purpose for the team.
  • A “core values” poster doesn’t cut it.
  • Team members won't believe a leader's message until they've heard it seven times.
  • For Status Hero, explain why you’re using it and how it will improve your team
  • Reducing the number of meetings and interruptions
  • Reducing duplicative efforts
  • Helping them stay connected to their work and team
  • Increasing management's ability to quickly help them out

NEXT: “Nudge and Inspire” is way cooler than “Command and Control”

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