If you’ve got teenage kids, know teenage kids, or remember being one yourself, you’ll know they are very good at offering feedback. Especially when you didn’t ask for it!

Last weekend, while out driving with one of our teenage sons (he’s on his Ls), I thought I would be helpful and paint a picture of what was ahead for him—what lane he’d need to be in, when he would need to turn, and the landmark that would indicate when we were at the street we needed to go down. But before I could finish, I was cut off with:

“Mum, that makes no sense to me at all. There is too much detail in all of that. I am trying to concentrate on what I am doing, and you are making it worse!”

“Okaaaaaaay…” I breathed out, trying to stay calm and patient—which, if I’m honest, aren’t exactly high on the list of qualities I possess when driving with either of my sons.

But it got me thinking.

This kind of moment shows up at work all the time—especially when we’re guiding or leading people who are still finding their footing. Whether they’re new to a team, stepping into a role for the first time, or navigating something unfamiliar, they often can’t yet see the full road ahead.

And as leaders—whether you’re guiding a team or developing other leaders—what we say and how we say it matters. Our ability to create clarity directly impacts how confident and capable others feel in the moment.

When someone is learning—whether it’s a learner driver beside you, a new team member, or someone stepping into leadership—too much information can overwhelm more than it helps. And in our well-meaning attempts to support them, we sometimes unintentionally complicate the very thing we’re trying to simplify.

We think we’re helping by sharing everything we know. But what people really need is simplicity and clarity, not complexity.

And so, this week I wanted to explore how we bring simplicity and clarity—and share with you three practices that make a difference. Practices that I have used for years, but didn’t think to apply to my teenage sons!

Here they are:

1. Check in before you dive in. Before offering guidance or instruction, pause and ask yourself:

• What’s their current level of confidence and competence?
• Are they ready for more detail—or already feeling stretched?

Meeting people where they are helps reduce overwhelm and build trust.

2. Lead with the headline. Start with the big picture. What’s the key decision, direction, or focus they need to hold onto? Only add detail if and when it’s helpful. Clear doesn’t mean comprehensive—especially when someone’s still learning.

3. Notice your own urgency. Sometimes we rush into too much detail because we’re feeling time-poor, under pressure, or uncertain ourselves. Notice when your urgency is driving how you communicate—and whether it’s truly helpful or just creating noise.

And last but not least—don’t make assumptions. Each person learns and processes differently, so ask upfront:

• What might you need from me on this trip—or this first leg of the journey?
• What would help you feel confident—small steps as we go, or a heads-up in advance?

When people are new to something or navigating unfamiliar ground, what they often need isn’t more—it’s clarity. And it’s simplicity.

I trust this has been helpful in some way, shape or form.

Until next week—be well, and lead well.

Kylie