As managers, it’s easy to think our job is done once we’ve passed along information. Your boss sets a goal, you cascade it down, and your team should take it from there, right? Not quite.

Communicating the what is only the first step. To truly lead, you also need to give your team the why behind a goal and the how to achieve it. In this week's video and blog, I explain why that matters - and some practical ways to make it happen.

Why the “What” Isn’t Enough

When employees hear only the what - for example, “We need a 10% increase in revenue this quarter” - it may feel like a directive without meaning. Without context, people often fill in the blanks themselves. And usually, that means the worst-case scenario: Does this mean layoffs are coming if we don’t hit the number?

Plenty of leaders do this - sometimes because you just haven't thought about why context is helpful (and that happens, which is why I write this blog and make videos each week!). Sometimes you might think it's more motivational to just give a target and nothing else. But sharing only the what can create fear and a lot (truly a lot) of chatter wondering what's next, which rarely drives the kind of motivation you want.

The Power of the “Why”

Explaining the why connects your team’s work to a bigger purpose. And sometimes you might not actually know the why yourself. Instead of just repeating numbers or directives, ask thoughtful questions in your leadership meetings:

- “If someone asked why this matters, what storyline would we want to tell to drive our team members' motivation?”

- “How can we connect to the company’s strategy for our team members, so they feel more invested in making it happen?”

- “If we achieve this, what will it mean for our team and the business, beyond just the numbers?”

Bringing these answers back to your team shifts their mindset. Instead of bracing for bad news, they understand the bigger picture. Maybe the revenue increase funds new product launches or supports team growth. When you share the why, it helps team members connect to the goal and feel valued as people, not just for their work output.

(And you'll see that in each question, you're also explaining the why you're asking. You’re guiding with purpose, not just questioning for the sake of it.)

Turning the Goal Into the “How”

Here’s where your value as a manager really shows up: translating broad goals into actionable steps for your team.

For example:

- If you manage a call center, the “how” might be improving the customer experience, to boost loyalty and sales.

- If you lead a tech team, the “how” could be partnering with HR or other teams to explain how new tools can help them speed up customer onboarding or reduce churn.

- If you’re in operations, the "how" could mean asking your team where they see efficiencies that free up budget for growth without sacrificing value to customers.

Your team members shouldn’t have to guess how their day-to-day work ties into leadership’s goals. It’s your role to bridge that gap.

How to Put This Into Practice

Here are a few ideas you can try right away:

- Add context to updates. When you send a Slack message or call a quick meeting, explain not just what’s happening but why it matters.

- Use questions to uncover the why. In leadership meetings, frame your questions to be productive: instead of “Why this goal?” try “What’s driving this goal?” or "How can we as leaders work together to make sure our teams know what they can do to impact it?"

- Break goals down by role. In your 1:1s, connect each person’s work to the broader objective so they know exactly how they contribute.

- Consider your tone. Avoid language that only sparks fear (“If we miss, everyone’s job is at risk”) and instead share motivating context.

So You Know the "Why" Behind This

Your team looks to you not just for information, but for guidance. Sharing the what matters, but layering in the why and the how transforms a simple update into real leadership.

If you're a more "results-focused manager," that's a good thing! Results do matter. But when you share the bigger picture, you connect the dots - people want to deliver results and grow so they can keep doing it.

Want more practical tips like this each week? Subscribe to the Manager Method Minute newsletter  that includes a bonus tip just for subscribers. And if your organization needs more than these short tips, explore our full Leadership Platform to take your organization to the next level.