What do you do if your boss in a brand strategy role has unclear expectations and boundaries?

A study by TINYPulse revealed that 63% of employees report feeling less productive due to a lack of clear direction from their managers. This translates into missed deadlines, unaligned efforts, and ultimately, a weakened brand strategy

One unique approach is to initiate a proactive conversation with your boss to co-create expectations and boundaries together. Schedule a meeting to discuss roles, responsibilities, and preferred modes of communication. Actively involve your boss in defining these parameters, you foster transparency and alignment from the outset. Additionally, regularly revisit and adjust these agreements as needed to accommodate changing circumstances or evolving priorities. This collaborative approach not only clarifies expectations but also strengthens the working relationship, promoting mutual respect and accountability.

Waiting for clarity is a recipe for failure. Seize the initiative. Schedule a meeting. Ask the hard questions. Get the insights you need. Don't apologize for seeking feedback or respectfully pushing back. This is your work, own it. You'll either get the clarity you need or the insight that it's time to move on.

I've always found it helpful to ask questions for my own clarification and understanding and in the knowledge that the very process of asking questions and allowing the respondent to consider the reply may, in itself, be a useful clarification and narrowing process. In coaching I often use the example of "Red Apples/Green Apples". If asked to go get an apple, how do I know what colour, what type, what weight, what grade, whether it has a stem and 2 leaves or not and more. So asking the requestor to clarify, what kind of apple, what colour, what size and weight and quality and more will all help me delight by bringing back exactly what was envisaged. And without asking questions to clarify...who would have known.

Address unclear directives by respectfully requesting specific guidance from your boss. Frame it as a drive to excel in your role by understanding their expectations on projects and tasks. Ask for benchmarks or examples to gauge success. Clear communication is crucial and it's your responsibility to ensure you're on the right track.

Las directivas vagas en términos de estrategia de marca se generan cuando en la compañía no se cuenta con identidad y relato de marca. Es desde esa identidad y relato desde donde se construye la cultura de marca y por lo tanto, organizacional que permite a direcciones, gerencias y operativos ir alineados en cuanto a lo que la marca quiere comunicar y los pasos que ha de dar para conseguirlo.

If your boss in a brand strategy role has unclear expectations and boundaries, it's important to seek clarity. Schedule a meeting with your boss to discuss and clarify their expectations regarding your role, responsibilities, and deliverables. Ask specific questions to gain a clear understanding of what is expected from you. Taking the initiative to seek clarity will help ensure that you are aligned with your boss's expectations and can work more effectively.

For a boss in a brand strategy role with unclear expectations and boundaries, proactively seek clarification by requesting a meeting to discuss and define clear objectives, key performance indicators (KPIs), and boundaries. It's important to establish a mutual understanding of what success looks like in your role and how it contributes to the broader brand strategy. Regular check-ins can also ensure ongoing alignment and address any emerging ambiguities or challenges.

When boundaries and expectations are unclear, you must take proactive steps immediately to clarify expectations, set clear boundaries, clarify your role, and ensure attainable goals are established so that you do not miss the mark or the deadline.

Seeking and obtaining clarity allows the beginning of the next steps. If there appears to be more work load than can be achieved in available time, perhaps consider asking what the priorities are. Often using a 4 quadrant diagram and mapping level of urgency on a linear scale of not urgent to critical against a second linear scale of importance, least to most might allow you to identify those things which are both of high importance and most urgent. Perhaps those are the first things to do. Remember that you can only do what you can only do, and that surprisingly what you leave over not completed at the end of today will be there when tomorrow comes. Open communication, dialogue and asking questions of clarification will all be useful

Un marco necesariamente establece límites. Contar con un marco de acción para la marca es lo mismo que decir: "puedes jugar de aquí a acá, pero no te puedes salir de ahí". Este marco lo da un manual de identidad y relato de marca y si a eso se le suma un manual de tono conversacional, vaya, eso es la hostia. Establecer límites sin claridad sobre el relato de marca es limitar la creatividad. Primero la identidad y relato de marca, luego los límites se dan por añadidura.

In a situation where your boss has unclear boundaries, it's essential to set your own boundaries. Determine what is acceptable and reasonable for you in terms of workload, working hours, and communication. Communicate your boundaries clearly to your boss, preferably in a professional and assertive manner. Setting boundaries will help establish a healthy and productive working relationship with your boss while ensuring that you maintain a healthy work-life balance.

In these kinds of cases it's crucial to document your interactions. Keep a record of important conversations, agreements, and instructions. This can be done through meeting minutes, email summaries, or a shared project management tool. Documenting interactions will provide you with a reference point and help clarify any potential misunderstandings that may arise later.

Open collaboration is a key strategy in navigating uncertain directives. By engaging with colleagues, you gain diverse perspectives on your boss's expectations. This process involves actively discussing each team member's understanding of tasks and sharing strategies for project execution. Such collaboration can illuminate the path forward, aligning individual efforts with the team's objectives. It's about creating a culture of transparency and support, where every member feels valued and understood. This environment encourages creativity and problem-solving, turning ambiguity into opportunity.

To navigate a situation with unclear expectations and boundaries, it's important to foster open collaboration with your boss. Regularly communicate your progress, challenges, and questions. Share updates on your work and seek feedback and guidance. By maintaining open lines of communication, you can ensure that you and your boss are on the same page and can address any uncertainties or gaps in expectations.

Dealing with a boss who has unclear expectations and boundaries often requires flexibility. Be adaptable and willing to adjust your approach as needed. Be open to feedback and constructive criticism, and be prepared to pivot if necessary.

In a situation where your boss's expectations and boundaries are unclear, it's valuable to engage in continuous learning. Stay updated with industry trends, best practices, and new developments in brand strategy. Seek professional development opportunities, such as attending workshops or conferences, reading relevant books or articles, or pursuing additional training. Continuous learning will not only enhance your skills and knowledge but also equip you to handle various situations and challenges that may arise with your boss.

Here's what to do with an unclear boss in brand strategy: Seek Clarity: Schedule a meeting to discuss project expectations, deadlines, and communication style. Set Boundaries: Politely communicate your workload and preferred communication methods. Proactive Updates: Regularly share progress and ask clarifying questions to avoid misunderstandings. Documentation is Key: Keep records of discussions and agreements for reference. Consider Escalating: If issues persist, involve a trusted colleague or HR for guidance.

Create a narrative-driven pitch that connects emotionally with stakeholders. Craft a compelling story that illustrates the brand's journey, values, and impact. By weaving in anecdotes, testimonials, or case studies, you can evoke empathy and build rapport. Additionally, consider using visual aids or immersive experiences to enhance engagement and understanding. This approach humanizes the brand strategy, making it more relatable and memorable for stakeholders, ultimately increasing buy-in and support.