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“Communication is the real work of leadership.”- Nitin Nohria, former dean of Harvard Business School

Here’s a scenario I encounter all too often as a coach: a leader expresses frustration about their team or an individual’s performance. Maybe the project results fell short or the quality of work didn’t meet expectations. But when we take a step back, one glaring issue emerges—the leader never clearly set expectations in the first place.

It’s an easy trap to fall into. Leaders are often so familiar with their goals and vision that they assume their teams understand them just as clearly. But assumptions are dangerous, and in leadership, they lead to misalignment, frustration, and wasted potential.

Let’s dig into why setting clear expectations is a non-negotiable for leaders—and how to do it effectively.

The Cost of Ambiguity in Leadership

When expectations aren’t explicitly set, teams are left to interpret their leader’s intentions. The results?

Misaligned Efforts: Team members focus on the wrong priorities, delivering work that doesn’t match the leader’s vision.
Frustration and Resentment: Employees feel confused about their roles and unfairly judged for missing a mark they didn’t know existed.
Diminished Trust: Leaders lose credibility when their expectations seem inconsistent or unclear.

These problems don’t arise because employees lack talent or effort. They happen because leaders haven’t provided clear expectations.

Why Setting Expectations Is the Leader’s Responsibility

As a leader, your team looks to you for direction. If you’re unsatisfied with their performance, ask yourself:

Did I clearly articulate the outcomes I expected ?
Did I explain why those outcomes matter?
Did I define what success looks like and how it would be measured?

In my experience, the answer is often “no.” It’s a humbling realization but also an empowering one, because it’s entirely within your control to change this dynamic.

As leaders, it’s our job to set the stage for success. If a project falls short, the first question to ask yourself isn’t, “What went wrong with my team?” but rather, “Did I clearly articulate my expectations?” Many leaders realize they’ve skipped crucial steps, inadvertently leaving their teams to interpret goals on their own. This gap between vision and communication is where most performance issues arise.

How Leaders Can Set Clear Expectations

**1. Always Start with the “Why”**
Purpose drives performance. When employees understand the “why” behind their work, they’re more motivated and aligned with organizational goals.
For example, instead of saying:
*“We need a new marketing plan,”*
Say:
“We need a marketing plan to attract younger customers. Please create a three-phase strategy including social media campaigns, influencer partnerships, and targeted ads. This will help us capture 20% of the millennial market by next year.”
The “why” connects the task to the bigger picture, giving it meaning and urgency.

2. Follow the SMART Framework

Expectations should follow the SMART framework to ensure clarity and achievability:

Specific: Clearly define what’s needed.
Measurable: Identify criteria to track progress.
Achievable: Ensure the goal is realistic.
Relevant: Align expectations with larger priorities.
Time-bound: Specify deadlines.

For example:

“Submit a 10-slide presentation on Q1 sales results by Thursday at 3 PM. Focus on trends and actionable insights for next week’s leadership meeting.”

This eliminates ambiguity and sets everyone on the same page.

**3. Clarify Roles and Responsibilities**
Using a framework like RACI (Responsible, Accountable, Consulted, Informed) helps establish who is responsible for what:

**Responsible**: The individual(s) doing the work.
**Accountable**: The person overseeing the task.
**Consulted**: Experts providing input.
**Informed**: Stakeholders updated on progress.

4. Invite Questions and Feedback

Create space for questions and feedback to ensure alignment. The team might have ideas and alternative proposals. be ready to listen and modify your expectations, when you communicate them or later on, after a time of “digestion” on your team’s side.

For example, ask:

“Does everyone feel clear about what’s needed?
“What are your thoughts?”
“What possible roadblocks do you see that I can help remove?”

Encourage two-way dialogue. Your team’s feedback can also highlight potential challenges or offer insights to refine your approach.

5. Document Expectations

Written expectations provide a reference point and prevent misunderstandings. Use tools like shared documents, project management platforms, or even a simple follow-up email. Documentation eliminates ambiguity and ensures consistency.

6. Provide Regular Feedback

Even the clearest expectations can go awry without regular check-ins. Feedback helps course-correct and keeps the project on track.

Schedule progress updates.
Offer constructive feedback early to avoid rework.
Acknowledge effort and progress to maintain morale.

**The Transformational Impact of Clear Expectations**

Setting expectations isn’t just about operational efficiency—it’s about unlocking your team’s potential. When done effectively, clear expectations lead to:
**Stronger Performance**: Teams know exactly what’s expected, removing guesswork and wasted effort.
**Improved Relationships**: Employees feel respected and valued when they’re given the clarity and tools to succeed.
**Leader Credibility**: Clear communication demonstrates professionalism and thoughtfulness, earning trust and loyalty.
As a leader, setting clear expectations isn’t just a managerial task—it’s an act of service to your team. It empowers them to perform at their best, builds trust, and drives the results you’re looking for. If you’re unsatisfied with your team’s performance, take a moment to reflect. Have you given them the clarity they need to succeed? Often, the answer lies not in their abilities but in your communication. And when you get it right, you’ll find that what seemed like performance issues were actually just clarity issues all along.

Conclusion: A Final Word on Leadership

Setting expectations isn’t about micromanaging—it’s about empowering your team with clarity. It’s about creating a shared vision where everyone knows the “why,” the “what,” and the “how.” When you master this skill, you transform your leadership from reactive to proactive, and you unlock the full potential of your team.

Clear expectations lead to great results.

#Leadership #Clarity #TeamAlignment #Expectations #Communication #SMARTGoals

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