Working as an HR leader for more than a decade has taught me many valuable lessons.  Some were good and some were bad but all were instances and situations that have transformed me into the person I am today.  That could be a good thing or a bad thing depending on who you ask I suppose. The lesson I’m going to share with you today, however, has proven to be successful on many occasions.  Direct does work.  As a leader it’s your job to lead and you cannot lead any team without giving direction. 

Direct doesn’t mean disrespectful or demeaning.  Direct means clear, concise and to the point.  People are busy so tell them what they need to know, why they need to know it and when you expect it to be completed.  Think about the last time you used the phrase “I don’t know what you want me to do” and how you were feeling.  You will likely recall feeling frustrated, angry, annoyed or confused?  That’s exactly how your team feels when you fail to provide them clear and concise direction. 

A few things to consider to ensure you do not come across as confrontational are the following.  Start by finding a space where you can have an open honest conversation without being interrupted or heard by others.  This shows you respect the individual’s privacy and pride.  Talk in a calm and collective tone free of emotion. Be confident, not commanding.  Communicate your directions, expectations and the anticipated outcome in a manner that does not allow for possible confusion.  Often drafting an outline before having your conversation helps to keep the conversation concise and on track.   Here are a few examples.

Indirect:

"Alice, I’ve seen some of the proposals you’ve worked on in the past.  I don’t think all the information you include is necessary, but you have the right idea.  Please draft a proposal for a marketing meeting with a new client next week.”

Direct:

“Alice, we have a new client that we will be presenting to next week.  The client is a small children’s boutique located near our office that will be opening in six months. I’d like for you to draft a proposal similar to those you have created in the past, however, we will not need to include a financial summary nor will we need to provide any sample advertisements. Our team has one hour to present. Let’s review this on Friday afternoon so that we are fully prepared for the presentation on Tuesday.  Do you have any questions?”

See the difference?  How would you walk away after having the indirect conversation with your leader?  You can see that while the direct approach may take a little longer and seem more “direct” that’s because it is.  It is also presenting the information the employee needs in a manner that allows them to walk away with clear direction and a greater opportunity for success.  Again, direct doesn’t mean disrespectful or demeaning, but if executed correctly it does offer confidence and clarity.