Welcome to the Leader’s Lens: The Perspective Shift issue!

This issue offers a fresh perspective and actionable tips to enhance your leadership this week.

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Struggling to Turn Plans into Action? Here’s What to Do

Last month, I had a conversation with a local leader who was frustrated.

She was overseeing a committee that had plenty of great discussions, big ideas, and passionate people, but absolutely no execution.

She told me, "We keep meeting, but nothing actually moves forward. Everyone is engaged in the conversation, but when it comes to action, we stall. I don’t know what to do."

Ever been in a situation like that? Endless meetings, but no real progress?

As I listened, I could hear the real issue: there was no clear structure to move from discussion to action. The team was spinning its wheels, not because they lacked good intentions, but because they didn’t have a framework to guide them forward.

This committee wasn’t just stuck—they were wasting hours in meetings, talking in circles, while projects stalled.

People were losing motivation.

The work wasn’t getting done.

And worst of all? The same problems kept showing up in the next meeting, and the next.

So, we got to work.

I dug into their strategy documents, aligned their efforts with the organization’s larger goals, and outlined a plan—one that made their priorities tangible, measurable, and actionable.

By the end, they had a roadmap:

• Clear goals (so they knew what they were working toward)

• Defined ownership (so tasks didn’t get lost in the shuffle)

• Metrics for success (so they could track progress and adjust)

And as I stepped back from that work, I realized that this wasn’t just a one-off solution.

This was a repeatable framework that any leader could use to get unstuck and start executing with clarity.

That’s how the CLEAR Framework was born.

Have you ever left a leadership meeting feeling energized about all the great ideas being tossed around… only to realize three months later nothing actually happened?

Yeah, I’ve been there. And let’s be real—it’s frustrating.

Maybe you’re leading a team, a committee, or a project, and you’re tired of watching good ideas die in the “we should do this” stage.

You’re not alone. Leaders at all levels struggle to move from strategy to execution.

But here’s the good news: There’s a fix for this.

The CLEAR Framework: A Simple Way to Get Stuff Done

When I started consulting with leaders and organizations, I kept seeing the same problem: Fantastic vision; lack of execution.

They had smart, capable people. Solid ideas. But the missing link? A structured way to move from discussion to action.

I took what worked and turned it into a simple, five-step framework that leaders can use to move from planning to execution.

Below is a breakdown and how it applied to my conversation with the local leader.

Clarity: Get Clear on the Goal

The first thing I asked this leader was: What’s the actual goal?

The answer…

"We want more engagement."

That’s not a goal—that’s a wish. No wonder the team was stuck.

So we got specific:

Instead of: "Increase engagement,"
We said: "Increase participation from underrepresented groups in city decision-making by 25% within 12 months."

Now the team had direction.

Ask yourself: Can you summarize your goal in one clear sentence? If not, it’s too vague.

Leadership Buy-In: Secure the Right Support

When I looked deeper into this committee’s struggles, I saw that the key decision-makers weren’t fully on board.

Some were passively supportive. Others were skeptical. And a few just didn’t see the urgency.

No buy-in = No action.

So we got intentional about engagement. I met with a few of those key leaders leadership, aligned priorities, and got clear on why this mattered.

Then, the energy shifted. Leaders felt ownership, not obligation.

Ask yourself: Do the key decision-makers truly support this? If not, how can you bring them in?

Execution Focus: Define the Next Move

This team had a big vision, but no clear next step.

They had ideas like:

• "We should host more events."

• "We should build stronger relationships."

• "We should improve outreach."

But "we should" is not a strategy.

So we turned vague plans into clear actions:

1. "Host three listening sessions with local community groups by Q2."

2. "Form a partnership with two local organizations by the end of the quarter."

Ask yourself: What is one concrete step you can take this month? Not the whole plan, just the next move.

Accountability Metrics: Track What Matters

This committee was not absolved from having great ideas but struggled to define what success looks like and if they are on the right track.

So, I asked the key leaders: How will we know if we’re making progress?

We set up specific checkpoints:

• Monthly participation reports to track engagement

• Quarterly leadership check-ins to assess progress

• A year-end review to measure outcomes

With these in place, they could course-correct before things stalled again.

Ask yourself: What numbers or milestones will show you’re on track?

Relevance & Adaptability: Stay Flexible

Let’s be real, even the best plans don’t go perfectly.

We should always be open to reflect and assess our initiatives, pivoting if necessary to still reach the greater goal.

As we looked at the language of our plan, we started developing a list of areas we would want to tweak to meet the committee’s needs.

• Are we adding translated materials for non-English speakers?

• Can our engagement meeting times more accessible?

• How can we ensure we are truly meeting the needs of the community?

• How will we stay informed on the cultural shifts that would impact our work?

Having an eye on staying flexible can allow you to make the necessary shifts in the moment to still make the impact.

Ask yourself: If your plan isn’t working, how will you adjust?

How to Start Using CLEAR Today

What I love about this framework is that you don’t need to have a large strategy session or team retreat to get started. Try this right now:

1. Write down one goal you’ve been talking about but haven’t moved forward on. (Be specific: What does success look like?)

2. Identify one key person whose buy-in you need. (No buy-in, no momentum.)

3. Assign one next step to make progress in the next 30 days. (Not a whole action plan, just one move.)

Small wins lead to big results.

Now I want to hear from you:

What’s one leadership challenge you’ve been stuck on? Send me an email, or find me on LinkedIn. I’d love to help you troubleshoot it!

Let’s help our teams get CLEAR in their success!

Also, If you want a Quick Guide to help you in this space, download it here!

Ray

Whenever you are ready, here are ways you can work with me:

• 🎤Speaking - As a Speaker and Facilitator, I will engage your team on how belonging and inclusivity can increase your team dynamics! ​Book Ray Now

• 🤝Coaching - As a Coach, I will help you enhance the power of inclusivity and empathy to be an effective leader through an equity lens! Book a Call Now

• 📘Consulting - As a Consultant, I will help strengthen your organizational culture to increase the employee experience and retention! Book a Consultation Now

P.S. - Thank you to those who have filled out the survey letting me know more about your leadership journey! I am excited to dive into the results over the next couple of weeks to provide you with resources and content that will support your leadership! If you haven’t filled it out yet, do so by clicking the link here!