Mind Reading is Not in the Job Description

If you want results, say what you mean.

Think about Succession. Half the drama (and comedy) came from cryptic one-liners, power plays, and people never actually saying what they meant. Great for TV ratings, terrible for business. Your workplace is not HBO. If you want people to deliver, you need more clarity and less Logan Roy-style growling.

At Patterson Consulting Group, we hear it from leaders all the time. The complaint usually sounds like this: “I don’t know what they want me to do.” 

Our response? Just tell them. 

If you are going to lead a business, you cannot play charades with expectations. People do not show up to guess what is in your head. They show up to work. And they deserve to know what winning looks like. 

The Generational Myths 

Adam Grant recently tackled this on his WorkLife podcast, and I had the chance to hear him speak at The Welcome Conference. His point was clear: generational divides are vastly exaggerated. Shocker, human beings are more complicated than the year stamped on their birth certificate. 

But stereotypes stick because they capture something we recognize. 

- Boomers and Gen X often hold back. They “let people figure it out.” Translation: they avoid the hard conversations. 

- Millennials are known for over communicating. Slack threads, long emails, emoji reactions, all of it. 

- Gen Z wants clarity. They will communicate, but they also want a boss who can just say: “Here is the priority. Here is the boundary.” 

The real kicker? Everyone across all ages wants the same thing: to feel informed, respected, and clear on what success looks like. 

Why Leaders Dance Around It 

Conflict avoidance doesn’t just waste time—it erodes trust. Imagine asking your team to ‘just figure it out’ with no clear direction. They may feel frustrated, undervalued, and paralyzed by fear of getting it wrong. No leader wants that, but avoiding the hard conversation might be costing your business more than you realize.

But silence breeds confusion, and over sharing creates noise. Somewhere in the middle is clarity: direct, kind, simple. 

What Works Instead 

- Say the thing. Out loud. With words. Be direct, but stay compassionate.

- Set the expectation and explain the “why.” Context increases buy-in.

- Ask for feedback, but do not abdicate direction. Balance collaboration and leadership.

- Match the level of detail to the task. Zoom in where it’s needed and pull back where it’s not. Communication is a leadership skill, not a generational trick. 

The PCG Takeaway 

Whether you are mentoring a 24-year-old new hire or a 54-year-old department head, the fix is the same. Do not hide, do not flood, do not waffle. Clarity is kindness.  If you want your team to get it, then you have to tell them. 

Join Our Upcoming Webinar

Want to dive deeper into the art of clear communication? Join us for our live webinar:

“Clear Beats Vague: The Communication Fix Your Team Needs”

📅 When: November 5, 2025, at 11 a.m. CST

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