On Miscommunication, Shared Language, and Leading in Sync

Happy Wednesday!

Welcome to Leadership Unscripted. Each edition, we share 1 Case Study, 1 Framework, 1 Question. These are real moments and practical strategies for rethinking your approach to leadership.

Let’s dive in.

Priya led a cross-functional team at a global consumer goods company—bright minds from marketing, finance, R&D, and ops.

They were smart. Committed. Talented.

And completely misaligned.

Deadlines slipped. Projects hit snags no one saw coming. Tensions flared in meetings over seemingly small misunderstandings.

Eventually, a colleague pulled her aside and said:
"Everyone thinks they’re being clear—but no one’s speaking the same language."

Priya started listening differently.

When one person said “accountability,” they meant autonomy.
Another meant oversight.
A third thought it meant, “who gets blamed if this fails?”

It wasn’t just semantics—it was misalignment hiding in plain sight.

So Priya initiated a team off-site—not to add more goals, but to get clear on how they talked about those goals, and to align on common language for the team. Together, the team discussed areas of confusion and identified situations where misalignment was prevalent. A key exercise was identifying and defining what words like collaboration, urgency, feedback, and decision-making actually meant in their culture and for their team.

Within weeks, things shifted. Communication aligned. Collaboration was enhanced. Conflict was reduced. Productivity increased. Projects moved ahead faster and smarter.

Because high-performing teams aren’t just aligned on vision.
They’re aligned on language.

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1 Framework

The Shared Language Sync

Like Priya we make assumptions. Common language is a challenge for many teams and organizations. Use this process with your leadership team or department to get aligned on what key words actually mean in practice:

1. Pick 3–5 commonly used terms in your org (examples: “urgency,” “accountability,” “collaboration,” “psych safety”).

2. Ask each leader / team member to define them—privately. You'll be surprised at the variety.

3. Compare responses as a team. Highlight where definitions diverge.

4. Create shared definitions with examples. Turn vague values into real behaviors:

• “Urgency” = fast follow-up with clear next steps—not rushing decisions.

• “Accountability” = owning outcomes and communicating progress regularly.

Then, embed those shared definitions into how you onboard, communicate, collaborate, give feedback, and run meetings.

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1 Question

Consider your own team.  👉 Which words in your team’s vocabulary cause confusion? And where does that confusion come from?

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More to Think About:

• Misalignment often hides behind words we assume we all understand.

• Shared language reduces friction, accelerates decision-making, and builds trust.

• You don’t need a new strategy—you might just need clearer vocabulary.

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Let’s Keep the Conversation Going

Have you ever uncovered a “language mismatch” on your team? Hit reply and share what shifted once it was addressed.

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Forget the fluff. We’re that company, revealing behind-the-scenes leadership wins and strategies that actually work.

Because all it takes is one bold move to shatter barriers, inspire your team, and make your mark.