Why Senior Roles Often Lack Clarity - and What You Can Do About It

You finally made it.
After years of building your skills, delivering results, and proving your value, you land a senior role.
But instead of feeling empowered… you feel lost.

There’s no clear job description.
No defined success metrics.
No playbook.
Just vague phrases like “take ownership” or “be more strategic.”

Sound familiar?

You’re not alone.

The Problem: Clarity Fades as You Climb

At junior levels, roles are relatively clear.
You have:

• Specific tasks
• Measurable outcomes
• Daily check-ins or oversight

But as you move up:

• Expectations get fuzzier
• Authority and accountability are shared across many functions
• Success depends more on influence than instructions

This shift isn’t a bug — it’s a feature of leadership.
But here’s the catch: many companies don’t prepare people for this jump.

So, smart professionals step into senior titles — and then stumble in the fog.

Real-World Reasons Senior Roles Lack Clarity

1. “Strategic” Is Used as a Placeholder
Companies often say they want leaders to be “strategic,” but fail to define what strategy looks like for the role. What should you prioritize? Where are you expected to say no?

2. Metrics Aren’t Defined (or Are Constantly Changing)
You may be told to “own results” — but which ones? Revenue? Retention? Team morale? With no north star, every direction feels like the wrong one.

3. Matrixed Organizations Create Confusion
Senior roles often span departments. You’re leading, but not directly managing. You need buy-in, but not everyone agrees on priorities. It’s political — but no one says that out loud.

4. Leadership Is Busy — and Unclear Themselves
Often, your own manager isn’t 100% clear on how your role fits into shifting company priorities. So you get well-meaning but vague advice like “just keep doing what you’re doing.”

The Impact? Slow Progress and Self-Doubt

• You second-guess your focus
• You say yes to everything, afraid of missing expectations
• You’re working hard but unsure what matters
• Promotions, raises, or visibility feel out of reach
• Eventually, burnout creeps in disguised as “being stuck”

And worst of all? It starts to feel like it’s your fault.

What You Can Do About It

Now for the good news: You don’t have to stay lost.

Here are practical, real-world moves to bring clarity — even when it isn’t handed to you.

1. Redefine the Role for Yourself

If the company doesn’t give you a clear description — write one yourself.
Seriously.

Ask yourself:

• What are the 3 biggest problems this company/team needs to solve?
• How can I use my strengths to solve them?
• What does success look like in 6 months?
• What do I want to be known for in this role?

Once you have this down, share it with your manager:

“Here’s how I’m thinking about my role — does this align with your expectations?”

This not only creates clarity — it shows leadership.

2. Build a Personal Scorecard

Don't wait for OKRs to be handed down.

Create your own performance tracker:

• Strategic initiatives delivered
• Cross-functional relationships built
• Team impact (hiring, mentoring, retention)
• Business outcomes influenced (revenue, efficiency, etc.)

Update it monthly. Use it in your reviews.
It becomes your career asset — especially if leadership isn’t tracking your wins.

3. Ask Better Questions in 1:1s

Instead of just updating your manager on tasks, use your check-ins to clarify scope and success.

Try:

• “Where should I focus more — short-term delivery or long-term vision?”
• “What does success in this role look like to you?”
• “If I had to drop something to do better on something else — what would you want me to keep?”

This forces alignment — even when no formal alignment process exists.

4. Align with Peers — Not Just Your Boss

Your fellow senior leaders are navigating the same fog.
Talk to them.

Ask:

• “How are you prioritizing your time right now?”
• “What’s been working for you when it comes to visibility or driving impact?”
• “How are you getting clarity from your leadership?”

These convos often surface unspoken rules — and give you a stronger internal network.

5. Define (and Communicate) Your Value

In senior roles, perception matters.
Your work needs to be visible and narrated.

Use project updates, town halls, or async posts to:

• Share what problems you’re solving
• Explain the impact (use real numbers)
• Connect your work to company goals

Don’t wait to be recognized.
Make your value obvious.

Final Thought

Senior roles are messy — that’s the nature of leadership.
But lack of clarity doesn’t mean lack of control.

The pros who thrive in senior roles aren’t just great executors — they’re great at shaping their role as they grow it.

If you're in this spot now, take a breath.
You're not underperforming — you're under-directed.

Step into the fog — and start lighting your own path.

Over to You:
Have you ever stepped into a senior role and felt lost? What helped you get clarity? Or what didn’t? Drop your thoughts — someone else might be walking the same path.