I am sure most of us may have experienced a situation before, where it is clear that there are attempts to gain mileage out of confusion or ambiguity that has been created.

In trying to wrap my head around the characteristics of such behaviour, I proceed to discuss what in my view, is the source and suggest some ways to address the matter.

One of the motivations for an affinity for such behavior may be a measure of lack of confidence and even the desire to conceal incompetence in a certain area. Others could be chauvinism, personality complexes and other insecurities.

Teams would find it very difficult to garner their efforts towards a collective goal when confusion, ambiguity or both are reigning supreme. It is therefore undesirable for such elements to entrench themselves in any team.

How can we effectively deal with these sort of situations so that they are not part of the work ethic of our teams?

I offer the following tips that may impact positively on teams in this regard;

1. As a team leader, set a standard of reporting and providing input on issues for the team to be guided by. This way, team members will value clarity, analysis, factual research and reasoning as they contribute into the team.

2. Create an environment that encourages healthy interrogation and respectful candor on the part of team members with a view of expediently arriving at a decision as to whether the resource in the team is adequate to exhaustively address the issue at hand.

3. Allow teammates ample time to prepare presentations or submissions into the team for decision making.

4. When appropriate, set an example by firmly, intelligently and empathetically responding to behaviour that seeks to take the team on an unproductive footing which has potential of delaying progress.

5. Develop a culture of applauding efforts that promote clarity and solutions to matters of contention.

The long and short is that confusion and ambiguity, more often than not, breed contempt. Avoid it!

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