“How am I supposed to give clear direction to my team when the people above me don’t know what the heck they want?” Most of us have heard this complaint in one way or another. And, most leaders have worked in a situation where the direction from above was vague, contradictory or prone to change. So what do you do?

 

One of the traits I most admire in mid-level and junior leaders is the ability to establish a vision for their team when those above them lack a clear direction. Most supervisors and managers faced with this dilemma sit around complaining. They take the position that they will be able to give their team clear focus when senior management gets its act together. It does sound logical that organizations should have top down direction, but there are two big reasons why it doesn’t always work that way. First, there is such a thing as mediocre or poor leadership. The people above you may never do a good job in this area, and sitting around waiting for them to undergo a fundamental personality change won’t help you and your team. And second, organizations need leaders at all levels. The folks up top need you to work out the things they can’t get to.

 

Smart leaders facing this problem establish the best team direction they can in the circumstances. Every team is looking for certainty. They want to know why they exist, and how they can do a good job. A strong leader doesn’t abandon his or her responsibility to provide these answers just because the air above them is foggy. Their team will have a vision even if others don’t. So they do their best to determine what the senior leaders see as priorities, even if those priorities aren’t being voiced clearly. Then they work with their team to build a picture of how the team can contribute and excel and find satisfaction in their sometimes foggy organization.