Learn more about teamwork with this collection
Conflict resolution
Motivating and inspiring others
Delegation
S.M.A.R.T. — Specific, Measurable, Attainable, Realistic and Time-Based.
Ensure employees know why the goals are in place and what happens when they are or are not met.
110
560 reads
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To build buy-in from your employees, you need to be clear and specific. Ask clarification questions, check for understanding and encourage an open and honest discussion.
When employees know what’s expected, they don’t waste time or energy. Instead, they maximize their time and skills.
100
581 reads
An effective leader communicates early and often.
Don't assume that your team understands your expectations. Instead, proactively communicate your expectations. Empower them to make decisions without ambiguity.
125
1.01K reads
Ask how employees will hold themselves accountable.
96
553 reads
Expectations go both ways. Describe the outcome you want to create for you and your employees by identifying expectations.
State your expectations and desired outcome, then invite them to share their expectations and how they’ll affect those same outcomes.
106
700 reads
You cannot delegate accountability.
When they say yes, then they have understood and agreed to take accountability to meet those outcomes.
99
587 reads
An good approach for employees to best meet expectations is to focus on “what” your desired outcome or vision is. It allows employees to feel more invested in the process toward completion.
112
785 reads
Clarify your expectations and communicate them simply. Then, check that your employees understand your expectations and are able to meet them.
98
681 reads
The right way to set expectations is to sit down with your employees and discuss everyone’s needs and expectations. Then come to a mutually agreed solution.
99
820 reads
There are core values that apply to everyone and everything. They need to be set clearly and early.
Then there are personal expectations that are unique to the employee. They need to be set in partnership with the employee. It should be set in a way that meets their goals.
97
594 reads
The object of setting expectations is to ensure employees feel connected, empowered and inspired to perform at their peak.
Engage them with the organizational mission, priorities and goals. Then get their feedback and support for the “what” and the “how” to accomplish those.
97
524 reads
CURATED FROM
"The pessimist complains about the wind. The optimist expects it to change. The leader adjusts the sails.”- John Maxwell
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Each goal you set should be S.M.A.R.T. — Specific, Measurable, Attainable, Relevant, and Timely.
They are focused on something in the future. They are a point in the roadmap of life.
Goals have to be S.M.A.R.T (Specific, Measurable, Actionable, Realistic, and Time-bound) and are always future-centric.
Goals need to be specific, challenging yet attainable, have deadlines, and have a more learning orientation than being performance-oriented.
When goals are used to evaluate performance with regular feedback on the progress, they have a bigger chance of reaching desired results.
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