Agreements vs. Expectations

As leaders, we believe that if we want better performance from others, we need to set expectations. The clearer the expectations, the more likely we get desired results. The earlier we set clear expectations, the better.

And now may feel like a natural time to set expectations with your team for the year ahead.

The truth is, expectations can breed resentment and rebellion. Being an expectation setter is simply not a generous place to come from. If you really think about how you’re being when you set expectations for others, you’ll notice that.

Agreements, on the other hand, empower, foster ownership and build trust.

Instead of outlining expectations for your team, share your vision of what success looks like for the year ahead (or include them in the process) and create an agreement around their commitment to that vision. Then coach them around things that get in the way.

When things aren’t working, make a request for something new and different to open the possibility for entering a new, clear agreement about how to best deliver against the vision.

How might expectation setting be limiting your leadership capacity?
Where might you start setting clear and powerful agreements instead of expectations?
Will you be an expectation setter, or agreement creator?