Is your firm built on closure? Closure means coming to a specific agreement about what will be done, by whom, with a specific date for completion. You don’t leave anything dangling. “I’ll get you the report” isn’t closure because there is no time by which it will arrive. “I’ll do what I can” isn’t closure because there is no specific agreement for what will be done. It’s easy to see how lack of closure breeds uncertainty, hesitation, doubt, wasted time and energy, resentment, and lack of trust.
Lack of closure always leads to wondering, which takes time and energy away from other tasks. Wondering is gyroscopic; we sit and spin in place, consuming momentum, going nowhere. Even if we try to shove the concern from our minds, it simply resurfaces later, perhaps in the middle of the night. And the greater our passion for success, contribution, and satisfying the customer, the more consuming the worry.
In a culture of closure, you can simply ask for a date for an action. Then you can spend the time between now and that time doing other things – not wondering and worrying about whether or not you should call, whether or not anything is being done, or when it might get done if it hasn’t been important enough to do up to now.
Wondering breeds suspicion, and suspicion is antithetical to trust. Therefore, closure is critical to trust. The goal of a Leadership Organization is to have 100 percent closure on all communications, big and small.