What to expect from a leader? What we all expect from our leader!

Expectations on our leaders, when I ask this question in as part of the basic leadership training, we easily get to 20-30 items listed on a flip chart. We all have specific ideas and expectation on our leaders. Recognize this?

The most common answers usually include: I want to be seen and heard, treated fair, flexible when family issues require our attention, etc. We also expect our manager to remember everything we ‘ve said, as well as knowing what is happening in our lives, even to the point the manager will anticipate for events occurring or planned by us.

Lets reverse the question: What is the leader expecting from us, the followers?

This is the really interesting part: it depends on the individual manager.

The real point here is: do you discuss these type expectations with your manager? Take a step back and think it over, how well do you know your manager and his/her expectation of you? This question is not just about the job profile, the tasks at hand. It is on your purpose, the why you (want to) do things, the way you do.

Practical Proposal

1. Make an as complete list as possible with expectations you have of your manager
2. Make a complete  list of expectations you believe your manager has of you.
3. Highlight in each list 2 items you think really need more clarity, or are going nowhere right now.
4. Wait for the right occasion to discuss the highlighted items with your manager. Tell him/her you seek clarity to ensure you can live-up to expectations as well as get clarity if the manager understand your expectations.
5. Workout these points and confirm in an email – or appropriate system that serves your annual objectives and performance.
6. Make sure this is re-discussed during your annual review. Repeat the question in that session as well, there is always more to gain.
7. Surprise you manager with living-up to expectations and expect the same from him/her.
8. Journal how often this becomes a topic for discussion and of course what is being discussed and agreed. Bring this journal also to your annual review.

Living up to your manager’s expectations will deliver a good performance management review. It will also ensure your manager is committed to rewarding your performance, as well as support your ongoing development. If your manager is experiencing you’re living up to expectations, you can expect the same from him/her. Make sure you also include a call to action, e.g. get an extra raise.

This topic is often a question I get during coaching. How can I ensure I live-up to expectation and how can I best capitalize on results. At the same time I often ask the question: “How can your manager support you with achieving your goals?”. This often gets answered vaguely, telling me many people don’t really know the expectations, let alone how the manager can support this.

In the end you and your manager are a team. The rule of high-performing teams apply therefore.  Think of the Lencioni model: it al starts with trust, when fully present, will allow for constructive conflicts to be taking place in conversations. Only when CC’s are possible, then you and your manager will commit to what and how to achieve in a year, and…. how you support each other.