In successful companies, I have learned that people know what is expected of them. And the employees within these companies meet these expectations on a routine basis.
So, when leaders visit with me about “taking their company to the next level,” they often want to discuss how to set clear expectations. But, when most leaders tell me their expectations in reality all they have done is to define specific steps to achieving a goal. Sometimes, leaders forget that good employees know the difference between what are the required steps, e.g. ones related to health, safety or accuracy, and the optional steps, i.e. different ways to achieve the desired outcome.
What interests me is that the best leaders define outcomes during the expectations discussion. This begins by the leader figuring out what is the right outcome. They do this by thinking through the following two questions:
- If the desired goal is achieved, what is the outcome?
- And what difference will achieving the goal make?
By clarifying the outcomes, we are letting people take responsibility for the route they take to the outcome. Then, expectations are more like guard rails to action, rather than a description of the required steps.
This week, reflect on the above two questions as you begin to link expectations and outcomes.
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