Setting Clear Expectation for Employees

Unclear or misunderstood expectations can lead to a drop in performance, along with conflict between a manager and a team member. Although no one likes a micromanager, most employees appreciate knowing they are on the right track. Setting expectations and communicating employee responsibilities to each new hire can have a long-lasting effect on your business. However, a study by Gallup shows that nearly half of all U.S. employees don’t know what’s expected of them at work.

Here are some tips for setting expectations and finding meaning at work for new and existing employees:

1. Connect Individuals to the Big Picture

Numerous research studies indicate that employees are more likely to find meaning at work if their job helps them achieve some longer-term goals. Typically, this involves a leader understanding the far-reaching goals an employee wants to achieve and helping them see how their work is contributing to that.

It is important to articulate a common goal, not just to harness the collective energy but also to help people build a connection between their work and the organization’s highest aims. People need to know how their work connects to the organization’s vision and what’s in it for them.

This requires reconstructing day-to-day work to the organization’s objective, helping employees understand how a series of low level tasks are related to the bigger picture.

2. Identify Meaningful Progress

We need regular feedback to inform us how we are tracking to motivate us to stay the course. Many of us need to feel that we are making progress and that our work is contributing to something important. Measurement and feedback provide an important sense of momentum which is, critical to increasing performance and motivation.

At work, a lot of measurements can be meaningless for individuals. Help your employees measure what matters to them. Work with them to uncover what makes them feel successful at the end of the day or week. Communicate regularly to employees how far they are expected to go and keep them informed of progress along the way.

Research shows that when people know exactly how they were progressing they have the best performance and least stress.

3. Connect Your Team to the External Customer

Ultimately, organizations have to solve customer problems to stay in business. The reality is you can’t make good customer decisions if you are siloed. Yet, the customer can often get forgotten about as an organization becomes larger. It is important to help your people understand how their work benefits customers.

The best method to do that is for employees to hear firsthand from customers how the organization’s product or service improves their life.

It’s important to help your employees think about who would be worse off if they didn’t do their job.  Reframing for who your work matters can be a powerful motivator to improve our results.

Employees feel most appreciated when you help them feel connected: to purpose, accomplishment, and one another. Communicate their exact role in your organization’s greater purpose—how they make a difference and contribute. And how they fit into their teams and the broader organization. When employees connect to organizational purpose, great work, and their teammates, they feel a higher sense of belonging at work. Successful companies show employees how their efforts play a part in something much bigger than themselves, so they feel more valued by their leaders and by their organization.

Leading with Accountability

Accountability is essential for any successful organization. When team members take ownership of their projects and accept responsibility for outcomes, the entire company benefits. In order to foster a culture of accountability, leaders must step up to the plate and model specific behaviors. Accountable leaders don't necessarily have to come from the C-suite. Anybody, at any level can lead through accountability.

In the book Winning With Accountability, author Henry J. Evans of Dynamic Results examines the ways in which individuals can demonstrate accountable interactions. The four pieces to accountability are:

1.     Clear expectations: The request, task, expectation, project and the response must be detailed and clear. One tool that can help with assessing specificity and clarity here is the SMART goals framework.

2.     Specific date and time: The individual commits to delivering something by a specific day and specific time. Align priorities and resources with your biggest goals.

3.     Ownership: The individual takes responsibility for seeing the task through to completion and accepts responsibility for the outcome. One task, one owner.

4.     Sharing: Accountability is created when two or more people know about a specific commitment. It’s crucial to make your team your accountability partners—it’s about declaring your commitment and asking your teammates to hold you accountable.

Accountability is the sauce of successful teams. Not only is accountability an essential quality to have at work, but also in life. Accountability is when you accept a hundred percent personal responsibility for your actions and decisions.

Successful teams and companies can’t thrive without accountability. Accountability in the workplace creates more robust relationships, healthier working spaces, and more productive teamwork.

Accountability is a skill that can be coached in many employees, and it is a value that is truly contagious. Accountable people lead by example, and when they take steps to lead their colleagues towards more accountable interactions, ownership and responsibility will catch on like wildfire. And the best part? Anyone, at any level of the company can step up to be a leader of accountability.

What is Accountability, and Why is it Important?

Accountability means showing up and setting out to accomplish the things you’d said you’d do. It’s about taking personal responsibility for your work. It’s also trusting in your teammates and knowing you can count on each other to get things done. 

Accountability in the workplace can mean that all employees are accountable for their own actions, behaviors, performance and decisions. It's also linked to increased commitment to work and employee motivation, which leads to higher productivity. Employees who feel they are being held accountable for their actions, behaviors and decisions are motivated to perform better because they know they will get feedback. 

Creating a culture of accountability is an essential tool used by high-performing teams to develop better work relationships, eliminate surprises, and improve overall job happiness. Here are 3 ways to create more accountability in the workplace: 

1. Model accountability on your team 

When it comes to building a culture of accountability, change starts with you. 

Team accountability is impossible without strong personal accountability in place first, so it’s important to first work on yourself before approaching an accountability conversation with co-workers or direct reports. 

2. Set clear expectations for team members 

It may sound obvious, but doing what your teammates expect of you requires clarity around what’s expected in the first place. 

Unclear expectations and lack of specificity create accountability gaps. To fill these gaps and reduce ambiguity, try to be as specific as possible. 

Strategies for stronger expectation-setting: 

• Define project ownership: Work with your team to clearly define who owns what. Many teams like to use a RACI chart for each project — clarifying who should be responsible, accountable, consulted, and informed on the work. 
• Use a detailed project spec template: Project specs and one-pagers help teams create alignment, clearly define expectations, and eliminate accountability gaps. Each one should specify the project timeline, ownership, and specifics on the deliverables.  
• Get more intentional with meeting action items: Action items are valuable for a variety of purposes – building accountability is a big one. When action items come up in team meetings, it’s all too easy for them to slip through the cracks or lack enough specificity to drive follow-through. To keep action items top-of-mind, assign a notetaker to document them as you go and share them out immediately after the meeting ends.  
• Publicize roles and responsibilities: When people know their role, they’re more likely to feel a sense of ownership and take charge of their work. Likewise, when teammates understand each other’s roles, it strengthens collaboration, communication, and trust because they know who to turn to for what and what is (and isn’t) expected. As a manager, make it a point to publicize everyone’s role and revisit expectations on a regular basis. 

3. Create a “safe space” environment 

Trust and psychological safety are foundational to building a culture of accountability. Without them, folks on your team won’t feel comfortable opening up, sharing transparently, and taking ownership if things don’t go as planned. 

When you build up psychological safety on your team, people feel safer taking risks, asking for feedback, and being vulnerable in front of each other through the ups and downs that inherently come with any job. 

Building systems for accountability into your team’s workflow can help employees feel more empowered and help managers support them, without micromanagement. 

You can have better performance discussions, build healthy habits around planning and goal-setting, and achieve better results. If you want your team to be more effective, invest in team and individual accountability. 

How to Equip Leaders

In the team, you as the leader always want to get things done. It is not just simply telling people what do they need to do. It will not develop their true potential in the team. Without utilizing their potential, meaning you put your own mind into a team’s work, you cannot gain benefits from working as a team.

According to John C. Maxwell, in the book ‘How SuccessfulPeople Lead’, He found best methods to help others do their jobs well. It is called five-step process for equipping people:

Step 1 — I do it (competence)

This is the first step where you try to show them what you are capable to do. It is pretty easy and straightforward, that you take part of the things that need to be done. However, it feels like competition and might feel you put your ego at the first place. Don’t get it wrong! you are helping your team in taking down things to-do. Before you lead, or move to the next step (demonstration), you must understand it first at its best.

Step 2— I do it and you are with me (demonstration)

After you able to do things alone, it is time to step up your game. Demonstration is good way help you understand more into something. While you’re demonstrating, you let them get into your world. Unconsciously, you give them knowledge that is raised at the same level as yours. Keep your communication open as they will not understand if you do it quietly.

Step 3— You do it and I am with you (coaching)

This step is slightly harder, as you give them some trust to do things. They might not meet your expectation and it might let you down. This is where your patience as leader will be tested. People make mistakes. Let them know where did they get it wrong, and let them experience and study it. Always keep in mind that as the great leader, you are the captain of your crews. Grow up your trust towards them and you are ready for the next step.

Step 4 — You do it (empowerment)

As you cannot always be side-by-side with your team, you might want to give your 100% trust to them. By giving your trust, you build their confidence. Confidence is the key for your success, their success, and the team’s success. They might feel that they’re well-trusted and keep it at constant pace. Well, I’m afraid to say that you might not be able to proceed to the next step. Even though you trust and empower them, you still need to guide them at back.

Step 5— You do it and someone is with you (reproduction)

This is the hardest part, where you build leadership skills inside people you taught before. This trust is not to get things done effectively, but towards get things done efficiently. It grows your team’s productivity, because you are not spending time to teach others over and over again. In good case, where one of your team able to reach step 5, your team’s productivity will grow exponentially.

By analyzing these five steps, it helps you to equip others to be effective in carrying out tasks. For some tasks this may be a relatively short time, depending on the depth and complexity of the task itself. But it could take some considerable time when the task is complex and difficult to manage.

These steps are not linear, meaning you can use any steps, even after reaching Step 5. These steps are believed not only improving the team’s productivity, but also relationships in your team.

Maxwell talks a lot about equipping people, which means empowering them to make decisions, solve their own problems, identify growth opportunities, and build a legacy. These steps are a good way to ensure the person is equipped with the knowledge and background to lower and mitigate the risks of failure. At its core, the five-step process for equipping people offers proven principles that provide a blueprint for developing a strong leadership culture and establishing a environment for empowerment.

Delegation vs Empowerment

As a business leader, you have a responsibility to develop others, leverage your resources, and create an environment that engages people to volunteer their commitment. These are traits of a good leader, and one of the most effective tools you can use to fulfill your responsibilities and allow others to contribute is delegation and empowerment.

Delegation and empowerment are two ends of a continuum that leverage resources, develop others, and allow people to feel as if they are contributing.

The key difference between delegation and empowerment comes down to one important factor: who is in control, or how much autonomy does the individual have in the job.

“To delegate” is to deliberately assign a defined task, mission, or function to a specific person or entity, normally a direct report or subordinate.

“To empower” is a broader term that conveys giving or allowing others the freedom to act with little (or any) prompting, direction, or supervision. It also includes providing additional tools to enhance a person's capabilities.

There are three factors you must consider when deciding if you want to delegate or empower: knowledge, skills, and abilities. The more competent and experienced the team member, the more you can empower them to take ownership of the task and exercise more control. On the other hand, for less experienced team members, more direction and control may be required to ensure successful completion of the task.

The amount of control and autonomy required to complete a task is an important factor to consider when deciding whether to delegate or empower. Tasks that are very prescribed may not provide many opportunities for empowerment, but there may still be some aspects that can be delegated to team members to develop their skills and provide additional support.

Another important factor is the amount of control and autonomy that a leader is willing to give when deciding whether to delegate or empower. Unfortunately, some leaders have a tendency to micromanage everything and everyone, feeling that they must be involved in every decision and activity.

Leaders who micromanage may feel that their team members don’t have the necessary knowledge, skills, or abilities to complete tasks successfully without their guidance. However, this mindset can be counterproductive, as it can stifle creativity and innovation, demotivate team members, and limit their potential for growth and development.

Moreover, micromanagement can be a drain on a leader’s time and energy, leaving them little time to focus on strategic initiatives and higher-level tasks. It can also create a sense of distrust between the leader and their team members, eroding the team’s morale and productivity.

Your job, as a leader, is to develop others, leverage your resources, accomplish the work, and create an environment that engages people to volunteer their commitment. You can do this by giving people appropriate levels of control and autonomy with delegation and empowerment.

Delegation and empowerment creates a sense of ownership and responsibility within your team. It allows your team members to take the lead in their assigned tasks and work towards achieving the desired results. This, in turn, leads to increased productivity, better teamwork, and improved morale.

Delegation and empowerment also help in developing your team members’ skills and abilities. As you delegate tasks and empower them to make decisions, they gain valuable experience and knowledge that will benefit them in their career growth.

Moreover, by delegating and empowering your team members, you as a leader can be free to focus on strategic initiatives and higher-level tasks. As you delegate more tasks, you free up your time and energy to focus on more significant issues, such as planning, strategizing, and creating new business opportunities.

Delegation and empowerment are powerful tools that can help leaders leverage their resources, develop their team members, and create an environment that fosters engagement and commitment. By understanding the differences between delegation and empowerment, leaders can determine when to use each one and how to apply them effectively.

Memorial Day – Leadership Lessons

Memorial Day is the day we remember those who paid the greatest price for our freedom. It is honoring to pause and reflect on those who gave what they could never take back. These are the heroes whose sacrifices we cannot fully comprehend for most of us will never be called upon to give so much. Yet, if we are to truly honor their bravery we would do well as leaders to imitate in our own small way the manner in which they gave.

Let’s take a moment to honor our fallen heroes by examining some of the lessons they left behind …

1. The Power of Sacrifice

The essence of Memorial Day is the recognition of sacrifice. The men and women who serve in our armed forces put their lives on the line for the greater good, often at great personal cost. This spirit of sacrifice is a cornerstone of effective leadership. Their selflessness in putting the needs of others above their own teaches us a vital leadership lesson – the importance of leading with selflessness. Influential leaders prioritize the well-being and success of their team members, demonstrating a willingness to make personal sacrifices for the greater good. By embracing a servant leadership mindset, leaders can inspire trust, loyalty, and dedication within their teams.

2. Commitment to a Greater Cause

Memorial Day reminds us of the unwavering commitment of our military personnel to a cause greater than themselves. Their dedication and sense of duty are inspiring examples of what it means to be fully committed to a mission. This is a reminder of the enduring legacy left by those who have served. Leaders, too, have the opportunity to leave a lasting impact on their teams and organizations. Leaders have the ability to inspire greatness and create positive change by setting a positive example, nurturing talent, and empowering others. This creates a ripple effect that spreads positivity and encourages growth. Leaders who prioritize mentorship and invest in the development of their team members ensure that their influence continues long after they have moved on.

3. The Importance of Resilience and Perseverance

The stories we hear on Memorial Day are often filled with incredible acts of bravery and perseverance in the face of overwhelming odds. These stories highlight the resilience that is essential for both military and leadership success. The brave individuals who have faced adversity on the battlefield display unwavering courage and resilience. Leaders must draw inspiration from their example and embrace adversity as an opportunity for growth. Great leaders do not shy away from challenges but confront them head-on, rallying their teams and instilling confidence. By leading with courage and resilience, leaders create an environment that encourages innovation, risk taking, and the pursuit of excellence.

4. The Power of Teamwork and Unity

Memorial Day reminds us of the power of teamwork and unity. Military units operate as cohesive teams built on trust, communication, and a shared sense of purpose. Leaders should strive to foster a similar environment of collaboration in their organizations. By promoting open dialogue, active listening, and a sense of belonging, leaders can create high-performing teams capable of achieving remarkable results.

5. The Importance of Gratitude

This weekend, we make it a priority to thank the brave men and women who sacrificed their lives for our country. We should also remember that our gratitude for them shouldn’t stop at a single day or occasion. The same is true with regard to business. Expressing gratitude to our team members and partners isn’t just for special occasions or when celebrating wins. Practicing and sharing gratitude leads to stronger relationships, increased collaboration, and a more positive organizational culture.

As you remember those who lost their lives in faraway lands, consider bringing their sacrifice home in how you lead your team. When you do, you’ll raise the value of their gift for everyone you serve.

The Five Levels of Leadership: Proven Steps to Maximize Your Potential

Around 83% of companies acknowledge the importance of leadership in their organization. Now, that is a pretty high percentage! It means that almost all countries across the globe know the relevance of leadership in organizational success.

But knowing is one thing, and implementing is another. Most companies are unsuccessful in developing compelling leaders in their organizations. It is because finding the right leadership style that fits the culture of the company and the employees is no small task. 

It's high time we took a closer look at the concept of leadership and analyzed it from a different angle.

Many recognize John C. Maxwell as a renowned educator. He was also a leadership specialist, lecturer, and author. His bestseller book "The 5 Levels of Leadership: Proven Steps to Maximize Your Potential" was a major contribution to HR and the world as a whole.

Maxwell’s model takes leadership to five different levels, each representing a new standard of influence and impact. These are my interpretations of each step.

Position (Level 1) – Leadership starts with your title or role. In the promotional products industry, having a management title is just the beginning. But Maxwell is clear – just being the “boss” won’t take you far if you don’t move beyond this level. At this stage, people follow you because they have to, not necessarily because they want to.

Permission (Level 2) – Leadership grows through relationships. This is where it gets interesting for those of us in promotional products, where strong relationships with clients, suppliers and team members are essential. Maxwell emphasizes that at Level 2, people follow you because they trust you and respect you – this is where real leadership starts.

Production (Level 3) – People follow you because you deliver results. In our industry, where deadlines and creativity drive business, this is huge. Leaders at this level inspire their teams by showing that they can achieve goals, hit targets and get the job done. Maxwell explains that the best way to motivate people is by setting the example – something that every promotional products leader can relate to.

People Development (Level 4) – Great leaders help others become leaders. This level is critical in an industry where things change fast, and team development is key to staying competitive. Maxwell explains how investing in your team not only boosts their growth but also strengthens your entire organization.

Pinnacle (Level 5) – The highest level is about creating a legacy. This is where leaders become truly transformational. In the promotional products industry, this might mean building a business culture that thrives even after you step back. Maxwell’s insights here are about leaving a lasting impact that continues to shape the business and industry for years to come.

If you want to become more than a boss, whereby people just follow you because they have to, you’re going to need to master the skill of inspiration, whilst investing your time and attention into being the best version of you, you can be.

To be a stronger leader, you must produce results and build a team that is engaged and high performing.

To get to the next levels of leadership, invest your time in developing others, so they can be the best leaders they can be. If you are dedicated, skilled, and determined enough, then you can become a leader of the highest caliber.

By following the 5 levels of leadership, John C. Maxwell shares insight into how to pragmatically become a successful leader, and how to teach others to do the same – to reach the 5 levels of leadership.