Setting clear expectations is one of the cornerstones of effective leadership. Without it, it’s impossible to hold teams accountable. In today’s episode of Lessons in Leadership, leadership expert and author of Elevate Your Excellence, Dave Anderson, discusses a productive way that leaders can introduce new expectations to their teams.
As a leader, it’s critical to earn the team’s buy-in. The art of effectively establishing clarity and introducing new expectations lies in the approach.
Anderson urges leaders to avoid being overly aggressive or demanding. For example, saying, “You’ve been slacking off way too long. I have some new expectations, and you’re going to step up or get out,” is unlikely to inspire cooperation.
Leaders may feel tempted to be domineering, especially when they are frustrated or when the team appears disengaged. However, taking an overly harsh approach often backfires. It could put the team on the defensive and leave everyone stuck at square one.
Instead, Anderson recommends using a collaborative and positive tone. He offers an example of a more constructive way to reset expectations:
“We’ve done some great things so far this year. As I look toward the end of the year, we have some big goals we need to hit. I realize I haven’t been as clear as I need to be about the most essential activities you should be engaging in every day that are going to help you hit your goals. That’s on me, and I’m going to fix that. I want to get with each of you individually, get us on the same page, and give you some clear targets to shoot at to help you become more successful. If we all step up—just a little bit—we can make something really special happen.”
"If we all step up 'just a little,' a little times a lot is still a lot."
Several key elements make this approach much more effective:
- Take Ownership: He avoids blaming the team and takes responsibility for the lack of clarity, verbally committing to fixing it.
- Explain the Why: He offers the reasoning behind the changes to foster understanding.
- Express Gratitude: He acknowledges the team’s accomplishments before highlighting areas of opportunity.
- Avoid the Blame Game: He speaks to the group without singling anyone out.
- “Just a Little” Goes a Long Way: By encouraging everyone to step up “just a little,” he keeps the ask manageable and non-threatening.
When leaders approach their teams with goodwill and humility, expressing a genuine interest in their growth, they’re far more likely to earn trust and drive meaningful results. Gaining a team’s buy-in is mission-critical, and with alignment, leaders can effectively steer their teams and lead them to success.
