3 Lessons of the Expectant Leader

 

“Expectations” is one of my favorite topics.  Today, please enjoy the lessons of expectant leaders, from leader and guest blogger Dave Bratcher.

rearview 300x250 3 Lessons of the Expectant LeaderEver wonder why performance is not at the level you expected?

We often look through the rear view mirror to analyze our performance.  Just as the mirror suggests, “Objects in mirror are closer than they appear.”  They are closer because the one who is responsible for setting them is the same person looking into the mirror.

Have you ever been perplexed as to why some team members are not performing at the level you expect?  What about your own level of performance?  Do you know what your boss or clients expect from you?

3 Lessons of the Expectant Leader

1. People will rise to your level of expectation  There is something magical about people performing to the level of your expectation.  As a former School Board member, this is seen in classrooms around the globe on a daily basis.  When test scores are low, it is often the desire of school administration to lower standards in an attempt to close the gap between performance and expectations.  This has been proven to be the absolute wrong approach to take.  Raising expectations will raise performance.  This is also true within a family, as Karin recently reflected about her Dad.

2. Expectations must be communicated…early and often – I am reminded of an assignment in college in which I spent hours completing the project, only to find out the grading metrics were not in line with what I produced.  The expectations were not disclosed at the beginning; rather they were only used to judge performance.  Have you ever thought, “How am I doing?”  At some point in our careers we have all wondered this.  Guess what?  Your team members are normal and they may be asking themselves the same questions.   In Dave Ramsey’s book, Entreleadership, he talks about the importance of developing a Key Results Area document for each position on your team.  It is a short document, including 4-5 bullet points, describing the expectations for any given position.  This document is then used to monitor and assess performance throughout the year.  Our team should ALWAYS know where they stand, and it’s our responsibility to tell them.

3. Inspect what you expect – I don’t like clichés, but this phrase is memorable.  Just because it is easy to remember doesn’t mean it is easy to implement.  I am talking to myself on this one.  This has been the area that I struggle with the most.  What I have to do is put a reminder in my calendar, marked “Follow Up” as a way to make sure the inspection follows the expectation.


 “Expectations” is one of my favorite topics.  Today, please enjoy the lessons of expectant leaders, from leader and guest blogger Dave Bratcher.

We often look through the rear view mirror to analyze our performance.  Just as the mirror suggests, “Objects in mirror are closer than they appear.”  They are closer because the one who is responsible for setting them is the same person looking into the mirror.

Have you ever been perplexed as to why some team members are not performing at the level you expect?  What about your own level of performance?  Do you know what your boss or clients expect from you?



1. People will rise to your level of expectation  There is something magical about people performing to the level of your expectation.  As a former School Board member, this is seen in classrooms around the globe on a daily basis.  When test scores are low, it is often the desire of school administration to lower standards in an attempt to close the gap between performance and expectations.  This has been proven to be the absolute wrong approach to take.  Raising expectations will raise performance.  This is also true within a family, as Karin recently reflected about her Dad.

2. Expectations must be communicated…early and often – I am reminded of an assignment in college in which I spent hours completing the project, only to find out the grading metrics were not in line with what I produced.  The expectations were not disclosed at the beginning; rather they were only used to judge performance.  Have you ever thought, “How am I doing?”  At some point in our careers we have all wondered this.  Guess what?  Your team members are normal and they may be asking themselves the same questions.   In Dave Ramsey’s book, Entreleadership, he talks about the importance of developing a Key Results Area document for each position on your team.  It is a short document, including 4-5 bullet points, describing the expectations for any given position.  This document is then used to monitor and assess performance throughout the year.  Our team should ALWAYS know where they stand, and it’s our responsibility to tell them.

3. Inspect what you expect – I don’t like clichés, but this phrase is memorable.  Just because it is easy to remember doesn’t mean it is easy to implement.  I am talking to myself on this one.  This has been the area that I struggle with the most.  What I have to do is put a reminder in my calendar, marked “Follow Up” as a way to make sure the inspection follows the expectation.



Source:inc.ocm