Sometimes great, appropriate TRIPLE III TIME message topics just seem to present themselves…even though you quickly realize a certain professional development issue has been right in front of you for quite some time!  So, this week addressing the necessity of effectively Defining & Executing Expectations as a leader in a business or organization is our prime-time mission!

First, I want you to think about and be very self-critical when you ask: How clear and direct are you when defining your work expectations?  Given the expanded methods of job-related communications and the volume of information shared everyday, the likelihood of confusion and misdirection by your co-workers during execution is extremely high.

Next consider the multiple management personnel levels of directional interpretations that often are attached to numerous expectations.  No one is a great mind reader! So the probability of not understanding and meeting the expectations of all involved in executing a service delivery change is an almost logical assumption.

Third, it may sound odd…but offer a VISUAL whenever you can.  For example, as I recently provided final exam instructions to my college students on essay question answer quality, I held up a two-paragraph long document to make clear the expected minimum length of an acceptable “correct” answer. This visual was far more clear on the length of what was expected in their written answers than any words I could have used. (P.S. Great execution followed)

In today’s fast-paced, hi-tech, information overload world, it is leadership critical to apply SIMPLICITY when Defining & Executing Expectations.  I am NOT suggesting lowering your expectations…rather spend extra up-front time more simply defining what you want accomplished and then apply a similar simplicity plan for execution.  I believe you will be pleased with the outcomes.