My upcoming podcast is about Setting Expectations, so I thought I’d offer some included and additional highlights here.
There are many valuable reasons WHY leaders should set clear expectations with team members.
Clearly set AND COMMUNICATED expectations allow for:
- Less confusion on the team
- More engagement
- Better communication
- Stronger culture of accountability
- Higher performance
- Stronger team trust
Yesterday, I was chatting with a colleague about the expectations she has for her team and she said something I hear so often.
“I just figured what I expect of them is assumed.”
Of course she does.
Of course we all do.
The challenge with assuming people know what you expect of them, is that they are assuming from THEIR PERSPECTIVE OF YOU, not your perspective of yourself.
Let’s just let that one sit for a minute.
We know we all create our own perspectives out of our own belief systems. Our belief systems are unique to us… cultivated over years of experiences and influences.
When we assume others know what we expect, without being explicitly clear, we will likely miss the mark with many team members… with the exception of the one who can read our mind. (ha!)
We can never overstate our expectations.
We can always work to be more clear.
And we must remember that interpretation creates experience.
Even our definitions can vary for the same words.
Setting expectations is an exercise first for the leader.
- Get clear about what it is you want from the team as a whole.
- Examples are further explained in the podcast, but a few may be:
- Focus on solutions
- Tell me and one another the truth
- Provide exceptional internal and external service
Expectations are next an exercise for the team.
- Bring everyone together.
- Discuss your expectations and ‘color’ them with actual examples.
- Be as specific as you can.
- Ask them what they expect of you and of one another.
Expectations become a practice for the leader and the team.
- Expectations become the norms that we all use to hold one another to expected behaviors and performance.
- As leaders, we revisit them regularly and acknowledge staff members when they’ve done a great job demonstrating efforts that fit underone of the expectations.
- As leaders, we use expectations to help employees redirect, if they get off course.
Without expectations, teams are rudderless.
With expectations, teams have room to move around and create outcomes.
They aren’t stifled by the limitations of rules.
Their capacities and abilities are inflated with opportunity to explore how to achieve the clearly set expectations, rather than avoid breaking the rules.
There’s a lot more in the podcast which I hope you’ll check out this week.
Next week, I will be launching the first opportunity to enroll in THE CORE for leaders. The CORE is an exclusive membership program for people who manage people. Each month, you will get your own learning kit on a CORE topic, as well as invitations to Live Coaching calls. If you’d like to be on the first, first to know list (yes, I meant to say that)… Click HERE and add your name!