Here’s the Problem with “I Know”
A simple, yet deceptively dangerous phrase
In leadership and management, the phrase “I know” is common, and it commonly causes misalignment.
We often hear it in meetings, project updates, or one-on-one conversations. A team member says, “I know,” and we assume they fully understand. We take it as a green light to move on. But far too often, “I know” doesn’t mean what we think it does.
The heart of the issue
When someone says, “I know,” do they actually mean…
- I understand what you’re saying?
- I know what to do next?
- I know where my role starts and stops?
- I know the behaviors you expect from me?
- I know when this task begins and ends?
- I know the desired outcomes?
- I know my own limitations?
And when you say, “I know,” is what you believe aligned with what others are expecting from you? Is there true clarity?
Leadership today is riddled with complexity
Leadership is riddled with decision fatigue, endless emails, constant notifications, and nonstop pressure. So, it’s no surprise that we often accept “I know” at face value – especially when we’re dealing with competent, capable people. We hear it and think: “Great, they’ve got it,” and we move on.
But what happens when they don’t know?
Here’s what I often hear from clients:
- “We’re having the same meeting over and over again.”
- “I’m not sure what to do with this person.”
- “It seems like they didn’t follow through.”
- “They thought they did it, but they didn’t.”
- “I always have to clean up afterward.”
These are red flags – and they usually stem from unspoken assumptions masked by “I know.”
Next time you hear “I know”
Next time you hear “I know” (regardless of whether it’s from someone else or yourself) pause and ask:
On how many levels do we really know what needs to be done?
Clarity isn’t about hearing agreement. It’s about ensuring understanding.
HOW TO BE BETTER IN THE KNOW
Want to ‘know’ more about how you and an employee/peer/leader are wired for a working relationship?
Consider taking a complimentary Predictive Index (PI) Behavioral Assessment and get a full PI Relationship Guide.
This could be a first step in narrowing the gap between what you think you know and what you actually know about how you both work.
Just send me an email and we’ll set it up!