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

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

Gordon/Natalie

Introduction and Welcome! Each of Us Introduce Ourselves Natalie Loeb Gordon Loeb Teri Coyne Natalie@loebleadership Gordon@loebleadership Teri@loebleadership www.loebleadership.com

Proud Woman Owned Business Gordon/Natalie

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: 2015 Employee Engagement report from data from 550 organizations and 2.2 million employees.

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: 2015 Employee Engagement report from data from 550 organizations and 2.2 million employees. *

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

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

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

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

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

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

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

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

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

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 Email 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

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”

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

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!

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 Email (create a folder for each employee) Teri Use Performance Management System to make performance notes!

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

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

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

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

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