If You Want Commitment, Start With Clarity

Don Miguel Ruiz says, Be impeccable with your word. It’s a beautiful principle. And in leadership, it doesn’t just mean don’t lie or gossip. It means: say exactly what you mean. Especially when you're giving direction.

Impeccable leaders don’t just talk in circles and hope someone figures it out. They make their expectations unmistakably clear. Because you can’t expect people to be impeccable with their commitment if you’ve made assumptions with your instructions.

Here’s the uncomfortable truth: vague leaders create vague teams.

“They Should Just Know” Is Not a Strategy

We love to tell ourselves that good people just get it. That if someone is smart and experienced, they’ll figure out what you meant—even if you weren’t all that specific. But that’s wishful thinking dressed up as trust.

The best employees don’t read minds. They follow through on well-defined commitments. And the best managers? They make it very easy to know what the actual commitment is.

If your people are missing the mark, ask yourself: Did I actually hand them a target? Or did I toss out a one line assignment and hope they turned it into a plan?

Here’s What Clarity Sounds Like

Clarity is not about barking orders or mapping out every detail. It’s about naming the outcome, the standard, and the deadline. It's about not walking away until you're both nodding because the work—and the responsibility—are clear.

Try this:

“What I need from you is the final report submitted by 3PM Friday. It needs to include X, Y, and Z so we can present to the client Monday. Can you commit to that?”

Then stop talking. Let them respond. Let them commit. That’s where the magic happens. You gave them something solid. Now it’s their turn to be impeccable—with their word.

If you get crickets back...I always ask: "What might get in the way?"

This question is a magic doorway. It allows someone to safely share what they may be holding onto as a future excuse for not meeting the goal. It invites healthy conflict, that when resolved through problem solving and prioritization, actually gets you a real commitment. Silent nods or a quick yes rarely mean "yes, I've got this."

Clarity Isn’t Controlling. It’s Respect

Some managers avoid being specific because they’re afraid of sounding like a control freak. But muddled expectations aren’t gentle—they’re disrespectful. They set your team up to fail, then act surprised when things go sideways.

Giving someone a clear target is not micromanagement. It’s actually the most respectful thing you can do.

Think about it. When someone gives you an assignment that’s vague or last-minute or full of implied expectations, don’t you walk away annoyed? You’re not confused because you’re incompetent. You’re confused because someone was too busy to be more thorough.

Let’s not be that someone.

Clear Words, Clean Hand-Offs

Here’s the standard: Be crystal clear. Ask for real commitment. And then hold people accountable—not to your secret expectations, but to the ones you actually said out loud.

This is what it means to be impeccable with your word in leadership.

If your team starts meeting you at that level of clarity? You won’t just get better work. You’ll get a culture where people commit with intention —and actually deliver.

May you Live & LeadWell,

~E