Every day, you make decisions.
Some big. Some small.
Some automatic. Some agonizing.
From choosing your morning routine to weighing in on strategic direction, decision-making is a constant. But here’s the leadership reality: while all leaders make decisions, great leaders are intentional about how those decisions are made—and how those decisions shape the culture around them.
One of the most overlooked indicators of a healthy organization is decision-making clarity. When your team knows who makes decisions, how they’re made, and why they matter, trust grows and momentum builds.
But when it’s unclear? Confusion takes over. Engagement drops. And culture erodes.
The good news? You don’t need to overhaul your leadership style or add more layers of process. You just need to lead with greater clarity, consistency, and alignment.
Here’s how.
I hear it all the time in our culture work with teams:
“I don’t know who’s making the decisions.”
“It always feels random.”
“Sometimes I’m included, sometimes I’m not. It’s confusing.”
When decision-making is unclear, people disengage. Trust erodes. Fatigue sets in. You’ve likely felt this yourself. We call it organizational cognitive dissonance—when the ambiguity around decisions creates mental discomfort and cultural friction.
But the reverse is also true.
Clear, values-aligned, and well-communicated decisions don’t just move initiatives forward. They build trust. They empower teams. They shape a healthy, thriving culture.
So let’s talk about how to get there.
You don’t need a dozen new tools. You need a few powerful habits. Here are three ways to bring more clarity and confidence to your decision-making:
It sounds simple, but it’s often overlooked: Who makes what decisions?
If your team can’t answer that confidently, start here. Decision confusion often stems from undefined roles or inconsistent authority.
Ask yourself:
Is it clear who owns which decisions?
Do they know that?
Does the rest of the team know that?
One of the most helpful (and underutilized) tools in this process is your organizational chart. Les McKeown, in Predictable Success, calls the org chart your “decision-making machine”—and he’s right. A well-structured org chart does more than show hierarchy. It clarifies who holds responsibility, who has authority, and where collaboration is expected.
If your org chart is fuzzy, your decisions will feel fuzzy too.
Your values aren’t just words on a wall—they’re the guardrails for how your team operates. But here’s the catch: if your decisions contradict your stated values, trust breaks down fast.
For example:
Misalignment between what you say you value and what you actually do breeds distrust. But when your decisions consistently reflect your values, your team’s confidence and commitment grow.
Here’s a good gut-check: take a recent decision and ask, “Was it aligned with our values?” If not, why? What would alignment have looked like?
Clarity doesn’t come from consensus—it comes from context. Your team doesn’t need to agree with every decision. But they do need to understand it.
And that’s your job as a leader.
When you share the why behind a decision, you:
Reduce confusion
Build alignment
Encourage buy-in—even when the outcome isn’t everyone’s preference
Too often, we assume people know our reasoning. But leadership clarity requires making the implicit explicit. So next time you make a decision, pause and ask:
Have I explained the why?
Have I connected it back to our goals and values?
Have I invited feedback or questions?
Don’t underestimate how powerful a well-timed “here’s why we’re doing this” can be.
Want to practice this? Here are a few easy ways to start:
Pick a recent decision and reflect: Was it clear? Was it aligned with our values? Did I communicate it well?
Revisit your org chart. Is it accurate? Does it reflect who holds decision-making authority? If not, update it—and talk it through with your team.
Pull back the curtain. In your next team meeting, walk your team through a decision you made recently. Explain the who, the why, and the values that guided it.
These conversations might feel simple—but they’re foundational. They build clarity. And clarity builds momentum.
It’s not just about being decisive. It’s about being intentional. Your decisions shape more than outcomes—they shape your team’s experience. They either reinforce trust or create confusion. They either clarify values or contradict them.
So, this week:
Know who owns the decision
Make sure the decision reflects your values
Communicate the why
That’s how you build a culture of trust. That’s how you lead with clarity. That’s how you create unstoppable momentum.
Keep leading well,
Jenni Catron
Jenni Catron is a best selling author, speaker, and leadership coach who consults with organizations to help them lead from their extraordinary best. She speaks at conferences and churches nationwide, seeking to help others develop their leadership gifts and lead confidently. As Founder and CEO of The 4Sight Group, she consults with individuals and teams on leadership and organizational health.
Jenni is the author of several books, including Culture Matters: A Framework for Helping Your Team Grow, Thrive, and Be Unstoppable, Clout: Discover and Unleash Your God-Given Influence and The 4 Dimensions of Extraordinary Leadership.
A thriving culture is the backbone of any successful organization—it’s where mission and momentum meet. At The 4Sight Group, our LeadCulture Framework is designed to help you gain clarity, build trust, and ignite purpose within your team. You'll build a culture that aligns with your values and energizes your mission.
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