Managing Expectations as A Leader

As leaders grow in their roles, they gain more experience and skills. While this is helpful, it can sometimes lead to setting unrealistic goals for their teams.

In this article, we’ll look at how leaders can manage their expectations to create a positive and productive workplace.

Understanding the Problem

Leaders might expect too much from their teams without realizing it. They may set the bar too high because they expect others to work the way they do. This can cause stress and frustration.

However, with the right steps, leaders can close this gap and build a supportive and successful team:

Self-Reflection and Empathy

The first step is to self-reflect. Leaders need to think about their own expectations and whether they’re fair. For example, a leader who’s been doing a job for years may expect a new employee to perform at the same level. But it’s important to remember that not everyone has the same experience.

Empathy is another key. Leaders should try to understand what their team members are going through. Are they overloaded with tasks? Do they need more training? By putting themselves in their team’s shoes, leaders can set more realistic expectations.

Example: Imagine a senior manager who expects a new employee to handle tasks quickly. By practicing empathy, they can realize that the new team member needs time to learn and grow.

Clear Communication

Good communication is essential for managing expectations. Leaders should make sure team members feel comfortable sharing their concerns. Regular meetings or one-on-one check-ins can help clear up misunderstandings and allow leaders to adjust goals when needed.

Leaders should also explain why certain tasks are important. This helps team members understand the bigger picture and feel more motivated. Speaking clearly and directly also helps avoid confusion.

Example: Instead of saying, "We need this by Friday," a leader might explain: "This report will help us prepare for a big client meeting. Your input is really valuable for shaping our strategy."

Setting Realistic Goals

Leaders should work with their team to set realistic goals. Make sure the tasks are achievable given the team’s workload and skills. It’s also important to be flexible and adjust goals when things change, like unexpected challenges or new deadlines.

Example: If a project faces delays, a leader might say, “Let’s push the deadline to give you enough time to do a good job.” This shows understanding and support.

Providing Resources and Support

To help the team succeed, leaders must provide the right resources and support. This could include training, mentorship, or tools that make tasks easier. When team members feel well-equipped, they’re more confident and able to meet expectations.

A leader should also promote a healthy work-life balance. Encourage the team to take breaks and not overwork themselves, which helps prevent burnout and keeps productivity high.

Example: A leader who provides training on new technology helps the team tackle challenges confidently, leading to better results.

Recognizing Effort

Leaders should always recognize and appreciate hard work. A simple “thank you” or public recognition can boost morale and encourage people to keep giving their best.

At the same time, avoid micromanaging. Trust your team to handle their tasks without constant oversight. Giving them freedom to make decisions helps them feel empowered and more responsible.

Example: Instead of closely watching over every step, a leader might say, “I trust you to handle this. Let me know if you need help.” This builds confidence and ownership.

Conclusion

By practicing self-reflection, communicating well, setting realistic goals, and providing support, leaders can manage expectations better. This creates a work environment where everyone feels valued and able to succeed.

Key Takeaways:

• Self-reflect and empathize: Think about your team’s needs and skills.
• Communicate clearly: Make sure everyone understands their role and why it matters.
• Set realistic goals: Work with your team to set achievable goals and stay flexible.
• Support your team: Give them the tools and resources to succeed.
• Appreciate hard work: Recognize effort and trust your team to take responsibility.

Have you faced challenges setting realistic goals as a leader?

Share your experience in the comments—I’d love to hear from you!