1. Setting Clear Expectations
Welcome!
Be a Better Boss:
Setting Clear Expectations

2. Setting Clear Expectations
Welcome! As we wait to get started, use the question box on the control panel to tell us which ONE of the following statements is MOST challenging for you about setting expectations. Feel free to add your own as well!
Difficult to Manage Expectations when Expectations Keep Changing
No TIME to Properly Set Expectations
Not clear on What is Expected of Me and My Team
Setting Expectations is Easier for Some Employees than for Others
Teri Will Handle

3. Gordon/Natalie

4. Introduction and Welcome!
Each of Us Introduce Ourselves
Natalie Loeb
Gordon Loeb
Teri Coyne

5. Proud Woman Owned Business
Gordon/Natalie

6. EMPLOYEES ARE ENGAGED AT WORK
How do Employees Feel?
Gallup Research*
33%
50%
12%
Teri
EMPLOYEES ARE ENGAGED AT WORK
EMPLOYEES WHO STRONGLY AGREE THEY KNOW WHAT IS EXPECTED OF THEM AT WORK
EMPLOYEES WHO STRONGLY AGREE THEIR MANAGER HELPS THEM SET WORK PRIORITIES *
Gallup Poll: Employee Engagement report from data from 550 organizations and 2.2 million employees.

7. Setting Clear Expectations
Clear Expectations are the Key to Employee Engagement
Organizations with Highly Engaged Employees*
21% more profitable
17% more productive
41% less absenteeism
Teri
Gallup Poll: Employee Engagement report from data from 550 organizations and 2.2 million employees. *

8. Benefits of Setting Expectations
To You/Organization
You/Employee on same page
“Managing” becomes a habit
Reduction of onboarding time
Clearer about candidates who will thrive on your team
Performance reviews are easier
Focus on strengths and development
Common approach for all employees
To Employee
Knows what is expected and how success is defined
“Self-Monitoring” becomes a habit
Ownership of goals and objectives
Clarity about growth/development path
Performance reviews = no surprise
Awareness of skills for development
Confidence that they are being treated fairly
Teri – Organization
Gordon - Employee
BUILDS TRUST

9. Trust is the highest form of human motivation
Trust is the highest form of human motivation. It brings out the very best in people. – Stephen R. Covey

10. Setting Clear Expectations
Four C’s of
Setting Clear Expectations
Clarity
Communication
It starts with you. Consider factors for success, context and Who, What, Where, When, Why and How?
Articulate clearly to team members
Find communication style and method that is mutually productive
Use tools to monitor progress
Engage and check-in as often as necessary
Teri – Clarity
Gordon – Communication
Teri – Commitment
Gordon - Consistency
Consistency
Commitment
Consistent application of setting expectations establishes a Managerial “habit” which becomes part of your daily routine.
Seek agreement and commitment on plan of action
Use tool to monitor progress and adjust as needed
Reaffirm commitment as needs evolve/change

11. How well do YOU know what is expected of each of your team members?
Clarity
How well do YOU know what is expected of each of your team members?
Teri

12. Be Clear First Role/ Organization Team Individual
What is the value to the organization?
How does it integrate into the vision/mission and operations?
How will successful completion of the goal/objective impact the business?
What organizational challenges/issues could impact success?
How does this objective/goal impact the team? In what ways is it connected to its’ charter?
What does successful completion mean for the team?
What are key people/milestones most impacted by this objective?
What team challenges or issues could impact success?
What are the expectations of this role in relation to the objective?
What is the expected skill set? (Soft and Hard skills)
What are the qualities of someone meeting the expectations of this objective?
What are potential challenges/issues?
Teri

13. Clear and Ready to Communicate
Clarity
Clear and Ready to Communicate
Role/Individual
Team
Organization
Where?
What?
When?
How?
Who?
Why?
Gordon/Teri

14. Communicate
The single biggest problem in communication is the illusion that it has taken place. – George Bernard Shaw

15. Communicate Find the Right Communication Style and Fit
Flex Approach to Employee Need
Use Goal setting models to define and shape goals
Teri

16. Situational Leadership
Style and Fit
Situational Leadership *
Gordon/Natalie *
Adapted from the model by Ken Blanchard and Paul Hersey in Management of Organizational Behavior, ’96

17. HOW is as important as WHAT you Communicate
Style and Fit
HOW is as important as WHAT you Communicate
Face to Face or Video is optimum in the beginning
Look for body language and visual cues of agreement of resistance
Watch out for defensive behaviors from you and team member
Teri/Gordon
IM or is optimum for ongoing contact
Seek written agreement or understanding.
Use plain language, be conscious of how something could be interpreted (you are the boss)
Follow-up by phone, video or in-person if tone is confusing

18. Setting Goals Models Specific Measurable Attainable Realistic
Time bound
Goal
Reality
Options
Will
Wish
Outcome
Obstacle
Plan
Gordon – SMART
Teri – GROW/WOOP
Best for:
Goal Setting
Best all purpose goal setting tool
Great for small and large goals
Develops a good goal setting “habit”
Coaching Employee
Good for coaching employee on a new task or objective
Explores options for achieving result
Seeks and assesses will to complete
Anticipating Challenges
Greatto work through goal with lots of potential challenges.
Utilize “If this happens …then I will do that”

19. Unless commitment is made, there are only promises and hopes
Unless commitment is made, there are only promises and hopes... but no plans. – Peter F. Drucker

20. Commitment cuts both ways!
Before Meeting Ends:
Anticipate Challenges/obstacles
Identify key milestones
Agree to next steps
Have employee verbally reflect understanding of expectations
Confirm communication plan and monitoring tool
Gordon
Co-create Commitment
Commitment cuts both ways!

21. Use Performance Management System to make performance notes!
Tools
Keep it Simple!
Adapt what you are using now to manage projects (MS Project, Base Camp, Excel Spreadsheet, etc.)
Assign ToDos (Outlook)
Shared Spreadsheet /Word Document
(create a folder for each employee)
Teri
Use Performance Management System
to make performance notes!

22. Consistency My name is CONSISTENCY, I am related to SUCCESS.
We should hang out more often than every once in a while. – Kim Garst

23. Consistency Turns a “to do item” into a Habit Breeds Confidence
Deepens Trust
Keeps you focused on what matters
Reduces surprises and “cramming” at review time
Gordon/Teri

24. Putting it all Together
Choose all the statements that reflect what you want to commit to regarding setting expectations:
I commit to:
Getting clear on job description and communicating expectations to employee
Establishing a communication protocol with individual employees
Incorporating a goal setting method into my employee coaching sessions
Co-creating commitment in coaching sessions
Consciously and consistently applying expectations to all members of my team
Teri - Poll

25. QUESTIONS? Natalie Loeb Gordon Loeb Teri Coyne www.loebleadership.com

26. Coming up Be A Better Boss… Thank You!
October 26th Making Accountability a Process
November 15th Tracking Performance
Thank You!