The last two posts were covering values and mission. When shared values and organisation’s mission are clear then it is time to set expectations for the members of the organisation.
Every leader have their expecations regarding people they lead. Same way all the followers have their expectations about the leaders. It is good to have common understanding what people expects instead of assuming. The good way to set the expectation is to have personal regular one-to-one feedback or coaching sessions. Those sessions are good for getting know each other better and for building trusted relationships. From my experience, it is good to have meeting minutes or memo from the meeting which is shared after the meeting. The memo is also good for reviewing the last sessions action points.
Reviewing how people live with expectations
In the one-to-one discussion it is good to review how people have lived by their expectations. This is also good way to review how leader has lived by expectations. When both parties find out that they have fulfilled expectations then it builds trust and deepen the relationship. Another way round, if neither of parties haven’t lived by expectations it will build distrust between leaders and followers.
Expectations can be easily managed by creating goals for the team members which benefit both employee and organisation. Once in a three month it is good set both goals and expectation and after the three months both are reviewed. When goals are set so that there is expectation component, it will give more clear message for the employee. When both, goals and expectations are met it is easy for example reward the member and the organisation
How did I do it?
I have arranged once in a quarter one-to-one feedback session with my team. In the session we discuss about what has happen during the last three months. We review together how goals were met and then discuss together how next period would look like. This is the moment where expectations are reviewed. If I have expected to have e.g. weekly report how release testing is progressing then we review together is this expectation met. This is good example since if the testing manager needs coaching, the first thing is to manage expectations regarding habits of test manager. Since the habits are in place then we can add more challenge for the next period e.g. how testing efforts are managed to get more test coverage etc. This can be easily applied to different context where people are coached.
What do you think about expectations and managing them?
In the previous post I wrote about values and their importance for the organisation. Another, essential element for the organisation is its mission. Every organisation has its mission and some organisations have defined, communicated and understood it clearly. When mission is clear for every member of the organisation, it helps leaders’ work. The mission is the organisation’s basic function which delivers the value to its stakeholders or customers.
What to do if organisation’s mission is not clear?
If the mission is not clear to the organisation people start to questioning every task they do. “Why are we doing this? This is just purposeless job to do? I don’t know? I don’t care. Someone else will do this, not me.” These are symptoms of missionless organisation. People don’t understand the connection of their task to the organisation’s basic function. In this case, it is leader’s job to clarify the mission and find the answer for the question: “Why this organisation exists?”. It is easy to start and the mission is easy to find. When mission is clear then it should be communicated clearly and kept in mind all the time by all the people.
Leader’s own mission
Like own values, it is good for the leader to understand own mission when executing basic function in different roles. The leader should have own mission for individual (self), father or mother, community member and for the leader. When the basic principles are clear for the leader it helps in leading others. When leader knows his or her mission as a leader it will help in developing others and organisations to grow.
For the leaders own sake it is important to have balance in life and that is why mission as a father or mother is something that can’t be forgotten. For me it is important to know what is my mission as a father and how am I able to cope with demanding work and without exhausting myself and neglecting my family.
Have you ever thought about your own mission as a leader or thought about the mission of the organisation where you work at? Think about what is the basic or principle function in your organisation which brings the most of its value.
I have been working over one year in a leadership position at Finnish technology company and it has been eyes opening experience. When working at company’s top management it forces to think leadership more deeply. In this post I want to share my thoughts about values, own values, organisation’s values and values of different people.
Understanding the importance of values starts with understanding own values. What do you value? Do you value beauty, courage, growth, happiness, power, truth or wisdom? This is short list of examples what people value and those values guides people and organisation to different decisions and actions.
Finding own values may take time, but it also helps in leading others. Since you are aware of your own values and have courage to discuss about them with others, it will help you on your work as a leader. The good organisations have shared values and they are usually find by very simple action: discussion. The values are easily found by having sessions where team members have opportunity to tell what they value. After a while or sessions it is easy to find shared values which are in place at organisations.
Living by values. The leaders need to live by their values and when organisation has shared values in place, those must be respected by the all. Strong values builds strong organisations and cultures. The good organisation culture may affect very positively to company’s financial results and overall value. An excellent example is Zappos, where strong values and culture have help it to grow from start-up to multi-billion dollar company.
The company values and culture had big role in its success. When everyone knows what are the values in organisation it helps to make correct decisions and actions without concerns. If values are respected and organisation culture is built on those, it will lure right people to company and spit out those who don’t fit. In general with shared values and good company culture will help leader in their challenges.