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Expectations: What Makes or Breaks Your Team

· leadership tips,team management

If there was only one action that completely transformed and defined the success or failure of your team... what would it be?

Today we talk about setting expectations.

How it influences your team, what you should cover and potential outcomes.

Great Expectations...

When someone joins your team (or your company) they did so because they have certain expectations about their work and how you're going to work together which are ways they'd be happy with.

What happens if reality is completely different?

That person will feel disappointed, be frustrated, friction can arise and that will potentially have negative impact in your results.

It doesn't sound that good, does it?

That's why today we're talking about Expectations.

In particular why you should set expectations and some ground rules on how to do so.

Why set expectations?

As we've seen before, skipping this moment of setting and clearing expectations is crucial for the success of your team.

- It prevents 90% of conflicts and frustration

- It sets good norms for working together

- It allows teams to work together and not against each other

How do you do it?

Together with your team, you're going to define what are the norms everyone agrees with. These can be norms on how you interact with each other, how you make decisions, your ethical code, etc.

The focus will depend on your context. If your organization already has a clear ethical code, for example, probably you don't need to address that part so much and can focus on how you work together.

If your organization has processes in place, most likely you'll be talking about your attitude and personal interactions.

Of course I suggest you cover all aspects mentioned above:

- attitude

- ethical code

- criteria for decision making

- processes

- personal interactions

- team environment/ culture

However I understand it's a LOT to do in one meeting and can be overwhelming or even confusing.

So I recommend you simply talk about expectations in general (including all those aspects) according to the things that come up from each person in the team (including yourself).

This means that this reference of the different fields on which you should clear expectations is more of an internal reference for you. You can ask questions such as "How do you expect decisions to be made?" or "Are there any ethical aspects we should discuss?" to ensure you cover different areas.

It might be that in some teams no one will raise much about a particular field and, unless you have very different people in your team, that should be ok for now.

After that, if at some point you see there is some expectation that needs to be clarified, then you can revise this process and meet again with the team to revise expectations and decide on which norms stay, which go and which change.

Look at your team and how you've been working so far (and if you just started, look at your team now before you start working!):

What are the expectations you need to set?
To your greatness!



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