Elevate Team Performance with this Expectations vs. Assumptions Exercise
Tirza Barnes
Principal Trainer and Consultant | Conscious Leadership Teacher | Empowering leaders to build essential skills, develop strategic initiatives, and drive impactful change.
Dear Leaders,
I'm excited to share this a valuable tool that I've developed to help address common challenges you may face with your team, including:
Often, these issues stem from unclear expectations, leading team members to form their own assumptions about their roles, responsibilities, objectives, or procedures. To combat this, I've created an Expectations vs. Assumptions exercise designed to help you facilitate clear, focused, and confident coaching conversations about expectations.
This four-step process will guide you in inspiring your team, demonstrating your care for their success, and achieving stronger outcomes together. I encourage you to review the exercise below and consider implementing it with any employees who might be struggling due to unclear expectations.
By addressing these challenges head-on, you can foster a more collaborative and productive work environment.?
I would love to hear about your experiences and the impact this exercise has on your team.
Please feel free to share your feedback by emailing me at [email protected].
Warm regards,
Tirza
Expectations vs. Assumptions Coaching Exercise
Step 1: Pinpoint team members who might be facing issues such as:?
These team members might be struggling due to unclear expectations, resulting in them creating their own interpretations or expectations regarding roles, responsibilities, objectives, or procedures.?
Step 2: Determine whether each team member is aware of what is expected from them Have a conversation with the individuals on your team to address the behaviors mentioned in the first step.?
This meeting is your opportunity to LISTEN actively, with the aim of determining whether each team member is fully aware of what is expected from them. The strategy involves asking questions instead of giving instructions. Make sure you, as the leader, enter the discussion with a positive mindset and approach your team with a sense of curiosity.?
*Be mindful of your triggers and avoid reacting impulsively. Instead, make it a practice to self-reflect before you respond or take action.?
Asking clear and specific questions can help ensure employees understand their roles, responsibilities, and what is expected of them at work. Here are nine questions that can facilitate this understanding and encourage open communication between you and your team.?
1. Can you describe your primary responsibilities as you understand them?
2. How do you see your role contributing to our team's and the organization's goals??
3. What do you believe are the most important expectations for your role? 4. What are the specific targets or objectives you are working towards this quarter/year? 5. Are there any challenges or obstacles you're facing in meeting your expected job performance??
6. How can I or the organization assist in overcoming these challenges??
7. Is there anything you need that you currently don't have to perform your job effectively?
8. How often would you like to receive feedback on your performance??
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9. What kind of training or professional development would help you in meeting your objectives??
Step 3: Offer Guidance, Coaching, and Direction?
In light of the insights gained from the conversation in step two, the next phase involves offering guidance, coaching, and direction to the employee. This can be achieved by clearly outlining the:
Additionally, it's important to communicate the standards of quality expected in their work, as well as the metrics that will be used to assess their performance.?
Step 4: Move Initiatives Forward?
Establishing specific commitments after the meeting is vital for advancing your team's progress and fostering their development towards reaching improved performance. Demonstrating confidence in your team's or individual's capacity to achieve these objectives, while offering assistance to move initiatives forward with your support is essential.?
Make a point to touch base with your team in 30 days to confirm that projects are on track, goals are being achieved, and that you are available to offer further guidance and support.?
Written by:?
Tirza Barnes, CEO Tirza Motivates, LLC.?
About Tirza?
Tirza is the CEO of Tirza Motivates, LLC., a people development, employee training, and leadership consulting company that partners with individuals, corporations, and nonprofits across diverse industries to provide training, developmental programs, coaching, technical assistance, interactive workshops, and keynote speaking.?
With 25 years of experience, Tirza has trained, consulted, and coached thousands of professionals. She performs organizational change initiatives and develops strategies to strengthen program design and services. She also creates and conducts workshops on various?topics that improve employee performance and increase engagement, including coaching and communication practice Motivational Interviewing, presentation design and public speaking, leadership development, group dynamics, and professional branding.?
Tirza is a master facilitator who fosters a climate of trust, safety, transparency, and commitment to group formation. She encourages self-introspection and diversity of thought in a team’s leadership work.?
Stay in touch with Tirza!?
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An Agent of Soul-Happiness on assignment playing the role of CEO & Co-founder of both the Soul Focus Group, LLC and the Human Solidarity Project
4 个月Very helpful! Some great points!