Operating in the absence of organizational clarity means that unwritten rules and ad hoc processes become the norm. Since nothing is codified and communicated, the organization’s culture becomes one of firefighting and crisis management. Fiefdoms are established, job protectionism flourishes, and information about what’s really going on is traded like state secrets.

Far too often, when confronted with a challenge, we talk. We talk to deflect. We talk because we don’t know what else to do. We talk to release nervous energy. To make matters worse, when we start talking, we usually start relaying a story of a similar challenge that’s happened to us. The individual who’s going through the challenge doesn’t want to hear about our suffering or similar situation, they want to be heard.

Applied in a business context, a team that possesses a strong sense of balance performs well under pressure and is not buffeted nearly as violently by the winds of change and external competitive pressures compared to a team that lacks a keen sense of balance. But what does balance look like in business?

What was different this time is how struck I was by the meaningfulness of the military honors ceremony. Ray served his country dutifully in the 1950s. Seventy years later, a corps of individuals—most of whom are retired and likely did not know Ray personally—dedicated their morning to seeing Ray off with a fitting salute. Wow.

So today’s lesson is this. Yes, as a leader, people are going to talk about you. Someone is probably talking about you right now. The good news is that you have control about what they’re saying and the irony is that you’ll sleep better and your ears will stop buzzing if you’re transparent, authentic, clear, and structured. Oh, and sprinkling in a bit of humility, a sense of humor, and a dash of vulnerability won’t hurt either.

I know from personal experience as a leader that teams who believe their jobs are at risk or who’s pay is uncertain do not perform at their peak abilities. The constant threat of being let go or of not getting paid looms over the team like a dark gray cloud. When the rumors swirl that x team is going to be downsized or y operating unit is going to be shut down, productivity grinds to a crawl.