Can You Hear Me Now? The Problem with Leadership Dead Zones

Over the last few weeks, I’ve been writing about topics that many of us know about, seem obvious, but aren’t often discussed openly.

Today’s topic: the taboo of pushing back on leadership.

It’s crucial to do so respectfully, and it is just as important for leaders to be open to critical feedback.

As a society, we still default to following hierarchy. Yes, some people are leaders and need to lead. Other people need to set a vision and a strategy. But that doesn’t mean we should blindly follow orders like mindless zealots.

Think of it like your cell phone’s signal. We all know that moment when the bars drop to zero, and we’re stuck yelling, “Can you hear me now?” That’s what happens in the workplace when communication gets fuzzy, especially at the top. Clear communication is like switching to the Wi-Fi of successful leadership.

As leaders, it’s OUR job to ensure that communication happens accurately.

How messages get distorted

Consider this scenario: A Vice President (VP) provides high-level objectives. The Director interprets the VP’s guidance, adds their perspective, and relays this to the Senior Manager, and so on.

By the time the message reaches the teams, it’s often distorted. This is risky business when people hesitate to push back and ask tough questions—“What exactly do we need to do? Why is this the approach? How will we measure success?” or even asking “Are you sure?”

It’s often assumed that at the VP, Director, or Senior Manager level, communication alignment is at its best. Unfortunately, this is often where it’s at its worst. Miscommunication happens when assumptions are made, stress levels are high, or, in rare cases, ill intentions come into play. It’s like being stuck in a dead zone where your signal keeps dropping, and all you’re left with is frustration and missed calls.

When communication breaks down

Even good work can be perceived as missing the mark.

Senior Leadership might believe the team is underperforming, leading to a cycle where team members feel defeated and demoralized.

How can they succeed when the initial task was flawed from the start? It’s like trying to follow a GPS that keeps telling you to “turn left” on a straight road.

Clear communication is not broadcasting louder. It is confirming that people heard the same thing.

Techniques to ensure clear understanding

• Clarify and confirm: Leaders should confirm their understanding with those above them before passing on instructions. This ensures that the interpretation aligns with the original intent.
• Document expectations: Write down objectives and expected outcomes to prevent misinterpretation. Think of it as texting the details so no words get lost in translation.
• Foster a culture of open dialogue: Encourage your team to ask questions and push back when something isn’t clear. A good connection requires both sides to speak up when the signal is weak.

Symptoms of miscommunication

• Excessive meetings: Constantly meeting to clarify tasks? Or is every 30-minute meeting going on for 90 minutes or more? The original message wasn’t clear. It’s like trying to reconnect a call that keeps dropping.
• Conflicting feedback: Hearing “things are great” from your leader but seeing other leaders less than thrilled? There’s a disconnect—like getting mixed signals, literally and figuratively.
• Delayed or off-track deliverables: Consistently off-mark or delayed deliverables signal misalignment with expectations—like struggling with “No Service” when you need directions the most.

I’ve seen this firsthand. I was given high-level objectives, with the understanding that I could get the job done. However, instead of direct communication, everything was filtered through my boss. Despite my efforts to clarify expectations and timelines, thinking I was on the right track, the message got lost in translation. The team and I were doing exactly what we were told—just not exactly what senior leadership had in mind. It’s like playing telephone with bad reception—frustrating for everyone involved.

This experience taught me a key lesson: clear, open, and empathetic communication is the foundation of successful leadership. It’s crucial for leaders to foster an environment where tough questions are not only accepted but encouraged.

If something doesn’t make sense or seems unrealistic, pushing back isn’t a sign of weakness—it’s a sign of strength. Trust your team. Accepting pushback is a critical part of being a good leader. If you can acknowledge your own blind spots and let your teams bring the clarity they need, maybe we can all have full bars.

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