Expectation Management

Dr. Donahue works with catalytic leaders and leadership teams to help leaders maximize their leadership capacity, sharpen missional clarity, build transformational groups and teams. He is a growth coach to senior leaders who act as catalysts for change personally and organizationally.

One of the challenges common to all leaders, I think, is in the area Expectation Management.

I mean we manage resources, we manage time, we manage energy, we do some self-management, we manage people. But one of the things I think we need to ­­­pay attention to is expectation management. Not every day is it that the expectations for us and others are put on the table in our organization or on our team, or our relationship with a supervisor or even someone were supervising and I think there’s a few things we need to get focused on around this.

 

Transcribed:

One of the challenges common to all leaders, I think, is in the area Expectation Management. I mean we manage resources, we manage time, we manage energy, we do some self-management, we manage people. But one of the things I think we need to ­­­pay attention to is expectation management. Not every day is it that the expectations for us and others are put on the table in our organization or on our team, or our relationship with a supervisor or even someone were supervising and I think there’s a few things we need to get focused on around this.

Expectation Management Confused emplyoyee

First is, are expectations clear? I’ve been in settings where probably like many of you sometimes that’s been true, sometimes it has not been true. I remember working in a banking situation I was new out of the sort of the training department, in commercial lending, and I was down on the lending floor, in a corporate area, new business development, meeting with my supervisor after being there six months. And he said, “Bill I’m kind of frustrated with you because I expected you to be … do more relationship building with CPAs and other financial professionals in the area.” Well I’d only been a year or so at college had just, you know, come through sort of the training program had done very well, but this was never talked about in the training program and those expectations were never placed on the by him. There were a lot of other things I was doing but no one ever told me to go out and have regular lunches with CPAs meet financial professionals in other areas within the city. So I didn’t know what the expectations were so naturally I didn’t meet them. So we had to get clear about that, it’s frustrating when you’re not clear.

The second thing is do the right people know who or do the right kinds of people know what the expectations are for you. Certainly your supervisor needs to know and you need to know, but sometimes there’s others in the organization that need to know. You don’t want to have the conversation with a key board member or a key senior leader who says, “By the way what you do around here?” Now maybe in a very large institution or organization that’s appropriate. But if it’s smaller or if you’re kind of a person that around the organization quite a bit and key people don’t know what you do, why you do it, how you contribute, that some things you need to work on because maybe they don’t know how you make them successful or help make the organization successful.

Another area and probably a final one is just how are the expectations managed or measured? In the sense of how do I know I’m meeting the expectations and when do I know? What kind of rubric is there, what kind of way to know that not just my job description but sort of those the subtle expectations about how I carry myself, how I am in the organization with new people things like that. I just recently had to have a meeting with someone and have kind of a heart to heart about how they carry themselves because they’re an emerging young leader and I wanted them to know that how they present themselves in public and how they engage with people in a public settings says a lot about their leadership, at least as a first impression. Now that’s not written in any documents somewhere but it was one of those things I thought hey that’s an expectation you need to know that’s for me but also from others that are looking at you as a rising young potential leader.

So expectation management .. key thing. Hope this helps you think a little bit more about it and to manage it more effectively with yourself, with others in your team, group or organization.

 

Do you and and those you lead know what is expected of them?

How can you manage the expectations others have for you and you have for your team?

 

We would like to encourage your feedback as it helps us to identify the issues that are important to you. It also helps others who are searching to develop new creative ways of leading. Thank you in advance for your comments.

 

Dr. Donahue works with catalytic leaders and leadership teams to help leaders maximize their leadership capacity, sharpen missional clarity, build transformational groups and teams. He is a growth coach to senior leaders who act as catalysts for change personally and organizationally.

Please note: I reserve the right to delete comments that are offensive or off-topic.

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