Setting the Stage for Success with Clear Leadership Expectations
A few years ago, I found myself in a leadership position, overseeing a team filled with enthusiastic young adults. I was eager for us to accomplish great things together. Yet, as the weeks unfolded, a recurring theme emerged – a significant gap between my expectations and my team's deliverables.
During the first few weeks on the job, I remember an employee breezily arriving twenty minutes late to a crucial meeting, offering no apology or sense of remorse. Meanwhile, another two team members, despite the enthusiasm and insights being shared around the table, remained quiet, not contributing in any substantial way.
The absence of initiative from some of the team members was both unexpected and concerning, leading me to question the possible reason for this disconnect.
After some thought, I considered that the problem may not lie in my team's ability, but in my failure to articulate what I expected from them. Using words like "initiative" or “contribution” without painting a clear picture of what that truly meant was where I may have faltered.
Many leaders, including myself, are guilty of assuming our teams intuitively understand our expectations. This assumption can be even more damaging when dealing with junior team members or those new to the world of work.
No one thrives under the shadow of a vague leader. Everyone deserves to know the path to success.
That said, let's make one thing clear: Setting clear expectations is not the same as micromanaging. This distinction is crucial, yet often overlooked in many organizational structures.
Expectations serve as a roadmap. They communicate the "what" and the "why" of a task. When you provide details of the outcome you envision and the reason it matters, you empower team members with a clear understanding of the task's significance.
Micromanagement, on the other hand, delves deep into the "how" of every minor detail. It dictates each step, every turn, and each pause, leaving little to no room for individual discretion. This approach not only limits creativity and autonomy but can also lead to a stifling environment where team members may feel undervalued and mistrusted.
The key is to strike a balance. Guide with clear expectations, but trust in the unique capabilities of each team member. Encourage them to explore, innovate, and even make mistakes – as long as they align with the overarching objectives and learn from each experience.
So, how do we set crystal clear expectations?
Outline the Project: A project should never start without setting its context. This context is not just about what needs to be done but more importantly, why it needs to be done. For instance, if you’re rolling out a new digital marketing strategy, it's not enough to tell your team that they need to increase engagement. Share with them the company's broader vision. Is this about repositioning the brand, tapping into a younger audience, or perhaps countering a new competitor's strategy? The clearer the purpose, the more aligned and motivated the team becomes, knowing that each step they take serves a larger goal.
Showcase Examples: Remember feeling lost on the first day of a new job? Avoid that confusion by providing concrete examples of what success looks like. For example if the objective is to improve customer service ratings, share instances that customers appreciated in the past. Show them transcripts, play call recordings, or share feedback forms. Examples act as blueprints, ensuring that the team knows what to emulate and what benchmarks to surpass.
Provide a Detailed Timeline: Set your team up for success by breaking down tasks and providing a clear, step-by-step timeline. Be clear what's expected at each stage. For example, if you’re launching a new product, break down the journey: Week 1 could be for brainstorming and gathering ideas. Week 2 for finalizing the design, Week 3 and 4 for prototype testing, and so on. This timeline ensures everyone is in sync and aware of their milestones.
When I think back to those initial days of leadership missteps, I've come to recognize the value of clarity. If we aren't transparent about our expectations, we set ourselves up for missed targets.
So, as a challenge this week, I encourage you to evaluate your communication with your team. If there is any ambiguity, it’s time to revisit and revise your approach. Consider ways to make your expectations even more clear, perhaps using some of the strategies shared here.
Clear guidance and well-defined objectives are essential. They're not just good practices; they are the foundation on which effective teams are built. In the absence of such clarity, we inadvertently leave room for misunderstandings, potentially resulting in unforeseen challenges.
Ensuring our team is well-informed and aligned with our goals sets the stage for their accomplishments and, in turn, contributes to the overarching success of our collective efforts. After all, their success is our success.
Best wishes,
Lauren
P.S. Crafting a leadership style that's both clear and empowering can be a journey, but it's one well worth undertaking. If you're seeking guidance on effective leadership communication, reach out for a free 30-minute consultation. Let's work towards clearer, more effective leadership together.