Hey Reader,
I asked my team for honest feedback about how I was leading. I expected a few comments about workload or priorities. Instead, I got something that stopped me cold:
“We’re not always sure what done looks like.”
At first, I wanted to explain myself. I thought I had been clear. But the more I sat with it, the more I realized they were right. I was giving direction without painting the full picture. The team was left filling in the gaps, which created confusion and wasted effort.
That is when I remembered Brené Brown’s idea of “paint done.” The concept is simple. Do not just say finish this project. Show what “done” actually looks like. Describe it in enough detail that your team can see the end point clearly, without guessing or second-guessing.
When I started painting “done” for my team, alignment improved almost overnight. People stopped spinning their wheels. Meetings got shorter. Work felt smoother. And I was not answering the same clarifying questions again and again.
Organizations face the same challenge. They collect engagement surveys, exit interviews, and feedback sessions, but often fail to “paint done” at the enterprise level. Employees share their perspective, but what happens next is fuzzy.
When feedback disappears into a black hole, trust erodes. Employees do not just want to be heard; they want to see how their input shapes the future.
Better practice:
- Tell employees what was asked, what was learned, and what “done” will look like.
- Be upfront about what you cannot act on right now, and explain why.
- Celebrate small wins so progress feels visible, not theoretical.
Feedback is never easy, whether you are a leader or a team member. Our first reaction is often to defend or minimize. But what if, instead, we treated feedback as a mirror? It shows us not who we think we are, but how others experience us.
Using “paint done” language is one way to turn that mirror into action. When someone tells you they need clarity, resist the urge to say, “I already told you.” Instead, ask: What does done look like to you? and then align on a shared vision.
Action Steps
Whether you are managing a team or reflecting on your own growth:
- Ask, then listen. Feedback only works if you actually want to hear it.
- Paint done. Show, do not just tell, what success looks like.
- Close the loop. Let people know what will change and what will not.
- Make it visible. Track progress out loud, so no one wonders if anything is happening.
Feedback is not about judgment. It is about alignment. When we stop assuming people see the same finish line we do, and instead paint done together, we unlock better work, stronger trust, and deeper engagement.
So here is your challenge this week. Where in your world, personally or organizationally, do you need to “paint done” more clearly?
For more stories and strategies on this topic, tune into the latest episode of the Leaderish: Leadership lessons straight up podcast.
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A Little Bit About Regina
I'm Regina Taute (say Howdy Taute and you've pronounced it right) a seasoned talent leader with experience in leadership and organizational development. I started Collective Growth Coaching and Consulting to partner with organizations to develop wildly practical and effective talent strategies. As a credentialed coach and certified in MBTI and Hogan assessments, my passion lies in unlocking potential and driving sustainable growth by helping individuals and teams thrive in today’s evolving business world.
It would be my honor to join you for a complimentary 30-minute coaching session to help solve a current challenge with wildly practical solutions or to meet with you one-on-one to chat and get to know you.
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