I Resolve To...Manage Expectations of Myself and Others

I Resolve To...Manage Expectations of Myself and OthersI Resolve To...Manage Expectations of Myself and OthersHave you ever had one of those days when you just couldnt seem to get anything done, despite your best intentions? Unless youre a superhuman with impeccable initiative and an inability to be distracted by cute cate videos, you probably know what were talking about. Whether its the myriad of work piling up on your desk, a host of small problems that seem to pull you away from larger tasks, or simply a lack of a good nights sleep that leaves you unable to focus, weve all had moments in the workplace where we feel less than satisfied with our accomplishments.Sure, we can sit and beat ourselves up for not punching out that report fast enough or for not getting that extra invoice sent out for the day, but repeated studies show that criticizing ourselves, and others, for perceived failures can often be counterproductive. Dont get us wrong, from time to time there will be a bad appl e in the workforce who turns out to be lazy or uncoachable, but the majority of us simply need a little help in prioritization. This is why true leaders should resolve to manage expectations, both of themselves, and others, in order to improve performance rather than simply asking for more or harder work. Sound impossible? Lets dig into a few simple ways to make big changes with this approach.Evaluate the Current SituationWhether its a single project or an entire system or way of conducting geschftlicher umgang before goals can be set or deadlines established leaders need to evaluate the current state of affairs. What are your main pain points or problem areas in your industry and specific place of business? What are short, medium, and long term projects that need to be accomplished? Finally, what are your current staffing capabilities both in number and talent? Evaluating each of these with a critical eye is a crucial first step to undertake before you can move on to planning and i mplementation.Establish Realistic GoalsWhether its yourself or your employees, if you are unclear on what can realistically be accomplished in a given timeframe, it will be nearly impossible to set clear, realistic timelines. Can you really roll out that systemwide software upgrade in three months? Perhaps theres a project that other companies could accomplish in a few weeks but with your current staffing levels, it will take a gruppe more than double the time. In short, be honest with your assessment of the situation and dont be afraid to ask for extra resources, additional time, or to push back altogether if a goal just isnt doable. Not only will this save you face with management and your team, but youll also be less likely to discourage your own efforts due to feelings of failure or hopelessness from trying to meet an unrealistic endgame.Expectations of SelfWhen it comes to managing expectations, leadership starts at the top. Be an example to your team by identifying, establishi ng, and then following up on clear goals for your own performance. While these dont always need to be communicated directly to those you work with, do take the opportunity to mention during regular check-ins or team meetings. This will help keep you accountable and will also signal to others that you take promises seriously when it comes to your work performance.Expectations of Your TeamLeading by example is great and all, but if you arent clear in communicating your expectations to those who answer to you, itll be difficult to try and introduce a culture of accountability. Many managers get hung up when it comes to being afraid to ask too much of their team members. This can create hedging in your directions and confusion when it comes to what was supposed to get done and by whom. To avoid these hiccups, sit your team down and establish clear protocols and procedures for asking for help and taking direction.When assigning an individual project, be clear about the final due date and any nuanced guidance you may have to delivery or roll out. Lastly, if a deadline is dropped or less than the optimal product is turned in, be sure to debrief your individual team members as to what went wrong. This can make a big difference in weeding out poor performers from those who simply need additional guidance and can also identify flaws in your own ability to clearly communicate expectations.Expectations of Your CompanyWhile the individual cogs are the day to day performers, the company you answer to also needs to live up to its promises in order for the individual employees to be effective in their roles. If you are being asked to implement a plan that is simply unfeasible with your current staffing levels or resources, be sure to speak up. Asking for the tools and support you need to do your job wont be considered rude or demanding but instead will demonstrate that you are a leader who wants to get things done and isnt afraid to speak up when necessary in order to execute a vision.Its Not a One Time FixWhile the above basic guidelines are a great place to start to develop a method for managing expectations, its important to know these steps arent a one time practice. Each new initiative, project, or major sales goal will need some version of the above, even in an abbreviated format. Its also useful to schedule regular check-ins both for yourself and your team to ensure that there hasnt been any material change in assumptions that may necessitate a shift in expectations. Remember that accountability is a key skill for any great leader and that execution of this trait goes both up and down the corporate ladder. Keep good housekeeping of your ability to manage expectations of self and others and youll be well on your way to getting more accomplished and to feeling less overwhelmed in the process.