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A vital attribute in leadership is excellence in setting expectations. It is inevitable to encounter miscommunications and disappointments when it comes to expectations. This course provides an insightful take on how to improve on this skill. We will go through deconstructing and framing expectations, increasing employee involvement, and bridging identified gaps.
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To ensure the optimum performance of your employees... ...they have to know what your expectations are for them... ...this goes beyond their job descriptions. There's a wide spectrum when we talk about performance expectations. Moreover... in the next slides, we will explore on the psychological phenomenons in setting high and low expectations... ...as well as how you can avoid setting unrealistic expectations.
A mismatch between reality and your expectations can lead to disappointments. These situations can be opportunities for you to understand your mindset, beliefs, assumptions, and world-views.
Letting go of your illusions and expectations is the first step to deal with disappointments.
Ask yourself the following questions whenever you feel disappointed; maybe some expectations were not flexible and realistic: What were my expectations about these circumstances? What expectations did I have about myself? What false perceptions or mental models am I clinging to? What am I expecting from reality that I’m not getting?
Disappointments are temporary, and it takes time to manage them.
Reminders Before Making Assumptions Ask (don’t assume) Respond (avoid reacting) Reconsider (think about it) Communicate (regularly)
Knowing Your Employees' Expectations
Go beyond the one-approach-fits-all mindset. To be a better and more compassionate leader, one must embrace the art of listening.
Questions you can ask your employees about expectations: What are your thoughts about [expectation]? Can you share some things that you did to meet [expectation]? What anticipated business outcome would you like to accomplish? How are you feeling about [goal]? Is the goal realistic? What Matters To You? It's key to find out what matters to each employee in order to be able to support them in achieving it How Can We Improve? Seeking honest feedback from employees, and then implementing improvement strategies, builds confidence How Do You Want To Contribute? How Can I Help You? What Can I Do To Make Your Job Easier? How Would You Do It? Can We Co-Create Expectations? Leaders can empower teams to create standards and boundaries regarding deliverables, response time for requests, prioritizing tasks, professional development, and career path.
Bridging the Gap through Communication and Commitment
Have A Core Measurable Standard For Excellence -- John M. O'Connor, Career Pro Inc. Discuss a clear and measurable core standard for excellence. Use and share your metrics when evaluating your employees to promote integrity and transparency. Motivate your people in fulfilling their responsibilities and duties, and watch out for your personal biases that might hinder this strategy from being successful.
Identify And Share The Process And Outcome -- Maresa Friedman, Executive Cat Herder There are various directions that a task can go. Listening and collaborating with people can help you identify the most efficient direction in achieving your desired outcome. One of your main purposes as a leader is to help your people attain the expectations that you have for them.
Make It About Your Employees -- J. Ibeh Agbanyim, Focused Vision Consulting, LLC Prioritize your employees' interests and well-being. Involve them with task delegation to give them a sense of belonging. Moving forward, a consistent collaboration between you and your employees will make them more able with less supervision from you in fulfilling their tasks.
Share A Story -- Jonathan Silk, Bridge 3 LLC Storytelling is an effective way of illustrating your expectations. Stories provide a more relatable context about your expectations, and share relevant information about making decisions, and going through the process.
Ask Them To Repeat The Expectations Back -- Cody Dakota Wooten, The Leadership Guide Once you're done sharing your expectations with your employees and arriving at an agreement, ask them to explain your expectations back to you to assess their understanding of it.
Edit, Don't Create -- John Hittler, Evoking Genius Choose to edit instead of creating when setting expectations. Know your employees' expectations of themselves and start from there. Allow your employees to create their own expectations, then influence and contribute by editing(share your inputs for improvement).
Put It In Writing -- Lori A. Manns, Quality Media Consultant Group LLC It is vital to make a documentation of the agreed expectations. Include specific guidelines in the processes, and procedures to improve accuracy. Clearly define areas of the document that you think is subject to interpretation.