Someone has just made a statement that seems unclear, incomplete, or ambiguous. Their manner suggests that from their perspective, the statement is clear, complete, and unambiguous, and they're about to go on to the next thing. What do we do? Do we abruptly interject with, "Hold on there podner, not so fast." Or do we politely ask, "Excuse me, please, I'm confused." Or do we nod knowingly as if we understand? Or do nothing? There are many options.
There are also risks. If you don't understand at the moment, and you don't reveal the fact that you don't understand, and people later find out that you didn't understand and still don't understand, they might conclude that you're a bumbling fool. Worse, they might realize that you've been intentionally covering your confusion for a while. Some people will interpret that as misleading or dishonest.
If the thing you didn't understand (call it "A") is in wide use in subsequent conversation (about items I'll call "B", "C", and "D"), you'll probably be confused about B, C, and D, too, especially if you need to understand A to understand B, C, and D. Then, when people find out that you didn't understand A, they might realize that you couldn't possibly have understood B, C, and D. Their frustration about having to explain the whole thing again can express itself as disrespect for you or anger toward you.
Failing to If you don't understand something,
and you conceal your confusion,
people might distrust you when
they finally learn of your subterfugefully grasp A is like taking on a debt. Whatever happens after that corresponds to the interest charges on that debt. The interest charges include the confusion about B, C, and D; being regarded by others as having been dishonest; having to go back and clear up the confusion about B, C, and D; and the loss of trust. And once you take on such a debt, you might never be trusted again, because your "credit report" has a bad mark on it. If that happens, your simple nods of agreement might be met with open skepticism.
Choosing not to seek clarification can be a viable option if you believe that you'll be able to clarify it on your own in short order, either by native intelligence, or context, or Google, or a trusted colleague, or some other means. The risk is that clarifying it yourself will take so long that intervening conversations will create more trouble.
Let's begin in this Part I by examining the sources of any reluctance to seek immediate clarification of something we don't understand. We'll use that insight next time to find tactics for seeking clarification more safely and for defining circumstances for using those tactics.
Here are three common sources of reluctance to ask for clarification.
- Damage to your image or self-image
- With respect to concerns about your own image or self-image, there are at least two sources of reluctance to seek clarification. They involve reluctance to reveal your own ignorance or confusion, and reluctance to reveal that you've forgotten something important.
- Although revealing such things can be costly and painful, these options can be less costly and less painful than the alternatives. If so, forthrightness is a better option. Make the choice consciously.
- Fear of personal criticism
- In the context of seeking clarification, personal criticism is any overt negative commentary about your abilities or talents, based on your having sought clarification of the ambiguous or incomplete statement of another. In most cases I've witnessed, such behavior in a group is counter-effective and destructive of relationships within that group. Moreover, it can deter others from seeking clarifications, which can be harmful to the group's output quality.
- Because a pattern of criticizing people for seeking clarification is likely a performance issue, only supervisors can do much about it. If fear of personal criticism is based in the reality of the situation, it's unlikely to be the only problem you face. It can be an indicator that it's time to move on.
- Fear of offending the other party
- Some anticipate a risk of giving offense by seeking clarification of a statement made by someone who believes they've spoken clearly and unambiguously. The risk is real.
- Multiple factors can contribute to the seriousness of the risk. For example, the risk of seeking clarification from someone increases with the difference in organizational rank. Past behavior can also be an indicator. If the person has appeared to be offended by past attempts to seek clarification, we must assess the risk of offense as elevated.
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More articles on Workplace Politics:
- Reverse Micromanagement
- Micromanagement is too familiar to too many of us. Less familiar is inappropriate interference in the
reverse direction — in the work of our supervisors or even higher in the chain. Disciplinary action
isn't always helpful, especially when some of the causes of reverse micromanagement are organizational.
- Animosity Patterns
- Animosity between two people at work is often attributed to "personality clashes." While sometimes
people can't get along, animosity can also be a tool for accomplishing strictly political ends. Here's
a short catalog of some of its uses.
- Obstructionist Tactics: II
- Teams and groups depend for their success on highly effective cooperation between their members. If
even one person is unable or unwilling to cooperate, the team's performance is limited. Here's Part
II of a little catalog of tactics.
- Political Framing: Communications
- In organizational politics, one class of toxic tactics is framing — accusing a group or individual
by offering interpretations of their actions to knowingly and falsely make them seem responsible for
reprehensible or negligent acts. Here are some communications tactics framers use.
- Grace Under Fire: III
- When someone at work seems intent on making your work life a painful agony, you might experience fear,
anxiety, or stress that can lead to a loss of emotional control. Retaining composure is in that case
the key to survival.
Forthcoming issues of Point Lookout
- Coming June 26: Appearance Antipatterns: I
- Appearances can be deceiving. Just as we can misinterpret the actions and motivations of others, others can misinterpret our own actions and motivations. But we can take steps to limit these effects. Available here and by RSS on June 26.
- And on July 3: Appearance Antipatterns: II
- When we make decisions based on appearance we risk making errors. We create hostile work environments, disappoint our customers, and create inefficient processes. Maintaining congruence between the appearance and the substance of things can help. Available here and by RSS on July 3.
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- The Power Affect: How We Express Our Personal Power
- Many people who possess real organizational power have a characteristic demeanor. It's the way they project their presence. I call this the power affect. Some people — call them power pretenders — adopt the power affect well before they attain significant organizational power. Unfortunately for their colleagues, and for their organizations, power pretenders can attain organizational power out of proportion to their merit or abilities. Understanding the power affect is therefore important for anyone who aims to attain power, or anyone who works with power pretenders. Read more about this program.