Get specific about where you are heading.
Individual exercise where participants examine the clarity of their own vision and identify where it is sharp, where it is vague, and what it would take to make it more useful.
Clarity of Direction gives participants a structured way to test the quality of their own vision against the three characteristics introduced in the explainer. Using three diagnostic questions, it asks them to examine what they believe about the future of their team or organisation, how clearly they can articulate it, and whether it passes the tests of specificity, ambition, and humanity. The exercise often surfaces the gap between what leaders think their vision is and how well it would hold up under scrutiny.
Participants have a clearer picture of what they are actually working towards and where their vision most needs development.
Have people examine the current clarity of their own vision against three diagnostic questions, working individually first, then name their biggest gap and share it briefly with the group.
Give people twelve minutes to work through three questions on their own. First, in two or three sentences, what is the future you are trying to create for your team or organisation? Second, would someone reading that know what to prioritise and what to deprioritise, and is it specific enough to guide decisions? Third, is it ambitious enough to demand a real change in how you currently work, and is it connected to something people genuinely care about?
Give people three minutes to identify their biggest gap. Is the weakness in specificity, in ambition, or in connection to what people care about?
Invite three or four people to name their gap briefly. Keep it quick.
Some people find it hard to put their vision into two or three sentences, and that difficulty is useful data: if you cannot express it concisely, it is not yet clear enough. For leadership teams, this step often reveals that people are pointing in subtly different directions, and that divergence is worth naming directly and resolving before the team tries to communicate a shared direction more widely.
Use Clarity of Direction when a leader's sense of where they are heading is vague and people are filling the gap with their own assumptions. Three diagnostic questions test the vision for specificity, ambition and humanity, and surface where it most needs sharpening.
Using this tool with a skilled facilitator means that discussions are focused, time is used efficiently, and the group moves toward consensus, making the session productive and impactful.
