You’ve made the call. The direction is clear – at least in your mind.
But before you roll it out…there’s that quiet doubt.
- Is this going to land the way I intend?
- What am missing?
- Will this create clarity – or confusion?
That pause matters. Not because you’re indecisive. But because you understand something many leaders learn the hard way:
A decision doesn’t end when it’s made. It begins.
And the way you implement it – communicate it, invite buy-in, course correct, if needed – is what determines whether it builds trust or breaks it.
The Danger of Deciding in Isolation
When you’re under pressure or in a new leadership role, decisions can feel like sprints. You’re expected to act fast, show confidence, and deliver results.
But quick decisions made in a vacuum, even with good intentions, often create downstream issues:
- Confusion about who’s responsible for what
- Resistance from people who feel blindsided
- Gaps between the intended outcome and the actual impact
- Reputational damage that outpaces the decision itself
You don’t need a perfect decision. But you do need a sound one – shaped by perspective, stress-tested for impact, and carried forward with clarity.
That’s where sense-checking comes in.
What is a Sense-Check, Really?
It’s not a vote. It’s not a delay tactic. And it’s not giving away your authority.
Sense-checking is a strategic pause to pressure-test your thinking before it hits the ground.
It’s how experienced leaders protect trust, avoid avoidable friction, and lead with conviction that’s been earned, not just asserted.
6 Tactics to Help You Sense-Check a Decision
Here’s how to do it well, even when you’re busy, under pressure, or unsure where to start:
1. Choose Your Sounding Board Wisely
You don’t need everyone’s input – just the right people’s perspective.
Think about:
- Impact: Who will this decision affect directly? Indirectly?
- Influence: Who are the informal leaders that others listen to?
- Insight: Who sees something you don’t – either technically, culturally, or politically?
Choose a small mix of:
- A truth-teller: Someone who’s not afraid to poke holes in your logic.
- An implementer: Someone who’ll have to carry this out day-to-day.
- A connector: Someone who understands the mood, morale, or context this decision will land in.
Tip: Say upfront, “I’ve made a draft decision. I want your take before we move forward.”
This keeps the process honest – you’re not seeking consensus, you’re seeking clarity.
2. Listen for Flags – Not Just Agreement
It’s easy to mistake silence or nodding for support. Instead, listen for:
- Hesitation when people repeat your message back
- “What about…” questions that reveal unspoken concerns
- Defensiveness or over-agreement – often a sign people feel uneasy but don’t feel safe speaking up
Ask explicitly:
- “What feels off about this?”
- “Where could this backfire?”
- “If this fails, what will have caused it?”
The goal isn’t to fix every issue in advance. It’s to see them coming – and lead accordingly.
3. Check for Fit – Not Just Logic
Sometimes a decision makes perfect sense…on paper.
But smart leaders know: a decision isn’t just logical – it’s contextual.
Ask yourself:
- Does this fit the current culture or pace?
- Will this hold under stress – or snap?
- Are we solving the right problem – or just the loudest one?
Don’t just check if it works. Check if it works here and now.
4. De-Risk Without Diluting
There’s a difference between a smart adjustment and a decision that’s been watered down until it’s meaningless.
You don’t have to change the what – but you can sharpen the how:
- Sequence it: Break it into phases. Test, learn, then scale.
- Frame it: Help people see the “why”, not just the “what”.
- Support it: Equip the people who’ll carry it out – with tools, backing, and authority.
Think of this as building a launch pad, not applying brakes.
5. Name Your Non-Negotiables
Not every decision can be flexible. Some things are firm – timelines, budgets, compliance needs.
That’s okay. In fact, naming your non-negotiables builds trust.
Say:
- “Here’s what’s fixed.”
- “Here’s where there’s room to shape.”
- “Here’s what success will look like – and how we’ll know.”
Clarity reduces conflict. People don’t need control over every decision. But they do need to understand where they stand.
6. Plan for the Pivot
Even the best decisions need adjustments. That’s not a failure. That’s leadership.
Build a check-in loop.
- 30 days after rollout: What’s working? What’s off?
- 60 days in: Are we seeing traction- or just activity?
- 90 days out: What needs reinforcement, revision, or re-commitment?
Small mid-course corrections are easier – and far less costly- than major recoveries later.
A Centering Takeaway
The goal of sense-checking isn’t to second-guess yourself. It’s to lead with fuller insight.
To move forward with the kind of clarity that doesn’t just make decisions – but lands them well.
Because what builds credibility isn’t just making the call.
It’s showing you did the work to make it wisely, roll it out clearly, and adjust it humbly, if needed.
- That’s what builds trust.
- That’s what earns followership.
- That’s what real leadership looks like.
A Tip to Try
Before your next rollout, ask two people:
“What would make this easier to receive or implement?”
Don’t argue. Just listen.
Chances are, you’ll spot one small adjustment that makes everything smoother.
Start there.
The decision is yours.
But the rollout? That’s where leadership shows up.
“The greatest mistake you can make in life is to be continually fearing you will make one.”
-Elbert Hubbard