Here's how you can navigate your boss's expectations in a community organizing career.

I found that truly understanding goals of the department and organization also meant that I needed to set aside my goals for the moment to really visualize what goals were being laid out. This doesn't detract from having formed goals for myself and team and having those helps to frame the department goals to see if there is alignment. What I find powerful is asking clarifying questions. It shows interest, grasp of the matter and consequences at hand, and may beg other questions that uncover blind spots. I found this takes a genuine curiosity. For instance, I really want to know what reaching those goals look like for me and the team.

Alignment with your direct report must be a soul search mission, purely one that requires for you to know what you want and your personal goals in life…not just work related. Often as first timers or younger impressionable junior ladder climbers the challenge and temptation of more bucks in your pocket may almost blind your best path. Remember, do what is best for you as some leaders will use you as a launch pad to improve their standing.

Overall, understanding your boss's goals is a win-win situation. It helps you become a more effective employee, builds a stronger relationship with your manager, and positions you well for future success. Sometimes your boss's goals can be intertwined with the company's goals. Understanding these goals can help you identify opportunities for your own professional development and position yourself for future advancements. Additionally, by assisting with goal refinement (through questions, listening, participation) you open up avenues to proactively steer the path you are being told to follow.

Maintaining an open dialogue with your boss or subordinate is crucial in a community organizing career because it fosters trust, ensures alignment on goals, and enables effective collaboration. Open communication helps address challenges promptly, allows for the exchange of ideas, and supports mutual understanding, which is essential for navigating the dynamic and often complex landscape of community organizations.

Be sure you are talking the same language and the dashboard of options for you is clear minus noise and mind chatter. Some folks, bosses just talk to hear themselves and are not really interested in what you truly have to say or learn your ideas. Listen more and be sure what you are hearing matching up with what your boss is actually doing.

The importance of task prioritization cannot be overstated. It is imperative to listen intensely when discussing goals with one's boss. There is a saying that I really like..."If it is important to my boss, then it fascinates me"... I like to prioritize tasks by importance first followed closely by timeline. For me, it is important to map out my day with mini goals to accomplish before the day is done. That has helped me stay on task and minimize time wasted on things that are trivial in the big scheme of things. This approach has served me well, and will continue to do so in the future.

If you are going to be a doer, you must know the relevance of of task and determine order of importance before you can prioritize the tasks. Just because it is on a “to-do” list, it does not mean it is a static agenda…all in business is fluid and as such you must be agile as well so you are not left flat footed.

This is absolutely critical for every Manager, even more so if you are striving to transition to a Leadership role. It goes beyond alignment and requests from outside influences. Start with a framework, Eisenhower Matrix or ABC Analysis (adjust as necessary), then communicate/delegate, but most importantly be realistic. Don't overload yourself. Be honest about what you can accomplish in a given timeframe and adjust your priorities accordingly. It's okay to politely decline additional tasks if your plate is full. Communicate your existing workload and suggest alternative solutions.

Sadly, initiative is a dieing characteristic amongst employees. Employees who do not take initiative too often wait for instructions rather than proactively addressing tasks or problems. This can slow down projects and reduce overall productivity. However, when employees see that taking initiative is neither encouraged nor rewarded, their motivation and engagement can suffer. This can lead to a disengaged workforce and higher turnover rates. Over time, a company known for its lack of proactive employees may develop a negative reputation, affecting its ability to attract top talent and maintain strong business relationships.

Reflection and adaptation are crucial for learning lessons because they take you beyond simply experiencing something to truly understanding it. Reflection allows you to take a step back and analyze your experiences. You ask yourself questions like "What happened?", "Why did it happen?", and "What were my thoughts and feelings during the experience?" Most importantly, reflection helps you understand the "why" behind your experiences. Why did a certain approach work? Why did another approach fail? Once you understand why something didn't work, you can adapt your approach in the future. You then adapt and build upon these successful strategies for future situations. Make it a lesson learned not just a lesson observed.