How often do true leaders hear the complaints, "Don't ruffle any feathers," or "Don't make waves," or "Don't hurt their feelings," or "You need to be more considerate or tactful"? Isn't it interesting to note who usually asks these types of questions or comments? One will rarely hear an effective leader questions a peer's tact. These statements are usually made by individuals, who while they may be well- meaning, are rarely able to proactively lead.
One of the requirements of being a true leader is being proactive - that is, seeing a situation as it exists that needs improvement, and tackling it before it becomes a major crisis. While there certainly is a time, place and need for tact, I have observed countless hours of wasted time in the name of tact. Tact is over-rated in management and leadership, because all too often "leaders" congratulate individuals on a "job well done," who did not do a good job in the first place, and these same "leaders" privately criticized at the time. There is a time for tact, but there is an even more important time to express disappointment. If the disappointment is never expressed, how would anyone know that what was done was not what was expected.
I have heard countless organizational "leaders" complain about lack of tact regarding paid staff performance. These "leaders" must remember that paid staff is precisely that - they are paid to do a job, and to do it properly. Patience and tact are necessary when a task is originally assigned, but when staff has repeatedly disappointed, a real leader must express disappointed in a clear manner. That is not a lack of tact nor a lack of request - it is a normal way to handle poor job performance.
However, leaders should and must be clear as to their expectations of both staff, and volunteers. This clarity must include goals, actions needed, and a deadline for each step. A mere suggested time line is often insufficient and ineffective. This should be stated first orally, with a chance for questions to be asked and answered fully. Then, the leaders expectations should be forwarded in writing (an e-mail is acceptable for this person).
Tact should not mean quietly accepting poor quality work and performance. It is fine to be tactful, but leaders who are more concerned with tact than with performance, are generally not leaders at all. I have consulted with hundreds of leaders, and much prefer dealing with a less tactful but clearer thinker, who is action and results oriented, and demands of others what he demands of himself, than what most "leaders" present themselves as. Unfortunately, it is much more common to come across the ineffective, but tactful leader. In reality, and in terms of getting things done, tact is over- rated!