If you are in a management or leadership role you know that you are heavily reliant on others to to achieve results.
Every manager and leader gets this. On the other hand not every manager and leader is great at setting clear expectations.
Over the years I have worked with clients who had job descriptions that ran to around 12 pages.
Yet when I asked them to articulate what is expected of them, they often struggle. Some could not even articulate their top 5.
The trouble is if people on your team don’t know what is expected of them, they are going to struggle to deliver what you ant.
As a manager or leader, sitting down and agreeing what the key results are for each direct report should be seen as a key priority.
Those that you are responsible for should be in no doubt about what you are basing their success or otherwise on.
By doing this you are helping yourself and the team member.
You are making sure that time, attention and energy is focused on what matters.
You are making sure that people are working towards common goals.
You are helping people see what they do contributes to the wider organisational agenda.
So what could you do to set clearer expectations and achieve even better results?
Duncan Brodie of Goals and Achievements helps professionals to become even better managers and leaders.