Have you ever been caught off guard when someone misinterpreted something you said or did? It’s not a comfortable feeling, is it?
As a leader, you most likely aim for authenticity and clarity in your communications. Yet, despite your best intentions, others may not perceive your words or actions in the way you meant them. This disconnect is known as the intent-impact gap.
In this context, intent refers to the “why” – the purpose or motivation behind a communication or action. On the other hand, impact is the “what” – the actual effect it has on people.
When these two elements don’t align, negative consequences can arise. Think of the leader who decided to set ambitious goals to inspire their team, only to find that team members felt overwhelmed and stressed.
In this situation, trust and teamwork suffered, putting positive results at risk.
Reasons for the gap
The gap between a leader’s intentions and their impact can stem from several factors, including unclear messaging, a lack of vision and direction and the absence of clear metrics for success.
A leader’s emotional intelligence (or lack of!) also shapes how their messages are received and interpreted. Those who fail to seek and act on feedback miss chances to bridge this gap and adapt to new challenges and opportunities.
The gap can widen if cultural or contextual differences exist, the workplace doesn’t encourage collaboration, or there is a general resistance to change.
Strategies for leaders
In our coaching practice, we have seen leaders apply some very effective strategies to optimise their impact:
- Enhance Communication
Using clear, concise language and actively checking for understanding helps avoid misinterpretation.
For example, instead of saying, “We need to ramp up sales”, a leader might say, “We need to increase revenue by 15 per cent next quarter. Do you think this as realistic, and do you anticipate any challenges?”
This approach clarifies the goal and invites open dialogue within the team.
- Feedback Mechanisms
Implementing systems for regular feedback enables team members to express their perceptions of a leader’s words and actions.
We have seen leaders use anonymous surveys to gather feedback on their leadership style and their team’s perception of their work environment.
This information helps leaders to identify misalignment between their intent and impact, allowing for timely course corrections and choosing better ways to energise and engage their teams.
- Trust and Rapport
Leaders must cultivate a safe environment to ensure open, honest and truthful communication.
Consider a leader who prioritises informal one-on-one check-ins with team members on individual concerns and well-being, not simply discussing work tasks.
In this way, the leader shows they value each individual, creating a sense of community and a more cohesive, supportive work culture.
- Self-Reflection
Regular reflection is essential for evaluating the alignment of intent and impact.
Leaders who take a few moments after each meeting to consider how people perceive their messages ask themselves: “Did I clearly articulate my expectations? Did I listen and respond appropriately to reactions?”
This ongoing practice helps leaders gauge how well their words and actions resonate with their intended messages so they can continually refine and adapt their approach.
Conclusion
Bridging the gap between intent and impact is vital for successful leadership. By evaluating and adapting your leadership approach, your team will benefit greatly, and you can take your leadership to the next level!