How do you communicate your expectations and goals clearly without being overbearing?

I think one thing that's crucial in communicating expectations is to get them in writing. When kicking off a project I will conduct a project team meeting and clearly outline the expectations. I will then copy those written expectations and paste them into the project management tool we're leveraging for that project. I'll also follow-up the kick-off meeting with an email that includes the expectations. I don't expect everyone to remember everything so it's my job to put it in the flow of their work to help them remember. Team members don't want to cause more work for others. They want to work together. They just need to know the best way to do that.

Being a manager means creating a system for the team to follow, to engage and get things done. Whether the work flow system exists in the company or not, every manager is responsible to adapt that system to their team needs. A team or engineers and a team of marketers have different needs, goals and capabilities. No system can fit all. > create a system that works for your team > introduce, align and onboard the team > track and keep accountability alive #TheGoodBusy

In my experience, sharing why a task needs to be done creates motivation within the team and avoids the need for constant reminders. Always focus on the end result we want to achieve as a team. (Lets say I want the team to drive attendance to an event, letting them know the value people will receive at the event will help them understand its importance) Using tools like Asana can help delegate and assign tasks based on priority and deadlines. Leveraging a tool can help monitor the overall progress and give room to team members to work on tasks assigned as per their availability.

Delegar de maneira efetiva envolve compreender as habilidades individuais da equipe, comunicar claramente as expectativas e motivar através do reconhecimento e apoio emocional. Ao distribuir tarefas, é crucial considerar as aptidões e interesses de cada membro, promovendo um ambiente colaborativo. Além disso, demonstrar empatia e estar aberto ao diálogo fortalece a relação líder-colaborador, promovendo confiança e resiliência diante de desafios. A inteligência emocional do líder é essencial para lidar com diferentes personalidades, resolver conflitos de maneira construtiva e manter um clima positivo, impulsionando a produtividade e o engajamento da equipe.

Understand the strengths, weaknesses, skills, and interests of each team member. This knowledge will help you assign tasks that align with their abilities and motivate them. Clearly communicate the task's objectives, scope, and expected outcomes. Ensure your team understands why the task is important and how it fits into the larger goals of the project or organization. Along with responsibility, delegate the necessary authority to make decisions related to the task. This empowers your team members and avoids delays due to seeking constant approval. Set realistic deadlines that allow for proper planning and execution. Encourage your team to provide input on the timeline if possible.

Higher flyers needs more and regular feedback on their work and prefer receive it atleast every two weeks. If manager lack in communication, these stars may leave the organization or their performance would fall down.

There are no expectations in both project and operations delivery. There are deliverables. To achieve these deliverables there must be clear definition of Roles and responsibilities Functional responsibilities Methods of deliverable measurement. Clear communication protocol as per organisational hire archy There is one outlier if still the deliverables are not met and that is the wrong staff in the wrong position. One of the main causes for this is absence of skill matrix.

Regular Check-Ins and Feedback Establish a system of regular check-ins and feedback sessions. Create a safe and open environment where team members can ask questions, seek clarification, and share progress. Provide constructive feedback that highlights both successes and areas for improvement. These ongoing conversations keep everyone aligned with expectations and allow for course corrections, all without being overbearing.

Here is the method of communication that worked for me: > team meetings the same time every Monday > team responsibility is pre-align before the team meeting ➤ 30min one-on-one during the team with direct reports ➤ team responsibility is to have one-on-one with their direct reports ➽ staying connected for quick input or question (Teams not urgent, Whatsapp for urgent) ➽ team responsibility is to cascade the system to their direct reports #TheGoodBusy

I have found that regular communication allows you to stay connected to how work is progressing. However, you can ask your direct report how they prefer to keep you in the loop. Agenda items in 1:1's, cc'ing on emails and informal conversation are great ways to do so. As a leader, you have to trust that they will use the space for those updates and rely upon them.

It is not easy for some people to share ideas, talk about their opinions or even celebrate successes. One trick that always helped me is to share a story and add humour. When we laugh we relax, feel more safe and open to be seen. A great book on this topic is "Humour, Seriously" by Jennifer Aaker and Naomi Bagdonas. #TheGoodBusy

Trust is the foundation of empowerment. Believe in your team's capabilities and judgment. Avoid micromanagement and give them room to make decisions.

Cascading of goals could be a worthy option when working in a team setting .Moreover the "smart"ness of goal should never be a compromise. While Goals many a times look like a burden, try to make it exciting , like Adventure and Travel Goals, care for society and environment goals, community development goals

Promote a culture of initiative where team members are encouraged to take the lead on projects, propose ideas, and make suggestions for improvement.

Collaborative Goal Setting Engage your team in collaborative goal setting. Instead of imposing expectations, involve them in the process. Discuss their input, ideas, and concerns. This approach not only leads to a shared understanding of objectives but also empowers team members to take ownership of their roles in achieving those goals. Collaboration fosters buy-in and motivation.

Involve people when creating the goals. When people co-create goals, they own them like a team. This eliminates the communication anxiety amongst leaders.

Ensure your team has the necessary resources, training, and support to excel in their roles. Remove obstacles and provide guidance when needed.