So many of the problems we encounter at work are about poor communication, and more specifically around the assumptions we make.

“They should know how to do that by now.”
“I expected them to be more thorough.”
“They keep on making the same mistakes.”
“They clearly weren’t listening.”

But how often do we turn the tables and force ourselves to ask the question: “Did I really make that clear?” It’s unlikely any of us know how to do something without explicitly being told, which is why, when faced with a colleague who’s struggling, I encourage everyone to give the benefit of the doubt, and to ask themselves the following questions:

• Does your colleague know how to do that task? Do they have the required skills or know how you need it delivered?
• Have you told them clearly in a way that they can process? Is their way of processing or understanding information the same as yours? Is a conversation, email or a chance to reflect the best way for them, rather than you?
• Are they aware they are making the same mistakes?

Only by removing assumption and offering the benefit of the doubt – rather than disappointment, criticism or an old-school telling off – can you really get to the heart of meaningful change that will help your colleagues and ensure you’re achieving the best results too.