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Do You Set Expectations for Your Organization? Here’s Why They’re Not Working

Do You Set Expectations for Your Organization? Here’s Why They’re Not Working


    (Editor’s Note: The following is a guest post from Garret Kramer, author of Stillpower: Excellence with Ease in Sports and Life. Garret is the founder and managing partner of Inner Sports, LLC. His revolutionary approach to performance has transformed the careers of professionals athletes and coaches, Olympians, and collegiate players across a multitude of sports. Kramer’s work has been featured on WFAN, ESPN, Fox, and CTV, as well as in Sports Illustrated, The New York Times, The Wall Street Journal, and other national publications. For more information on the author visit http://www.garretkramer.com, and you can follow the author on Facebook and Twitter.)

    At my daughter’s summer camp, counselors have made a concerted effort over the past several years to eliminate bullying, wayward behavior, and mischief. In fact, the camp owner and management team recently decided to advertise their camp as an environment where meanness has no place. And, as such, this camp season they required all campers and parents to sign a code-of-conduct agreement where twenty-two camper expectations were listed in detail. Sounds reasonable and responsible, yes?

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    Well, regrettably, in spite of their sound intentions, behavior at this camp has not improved — it’s gotten worse. And this summer, several campers were repeatedly disciplined and threatened with expulsion for their unruly actions.

    Indeed, this situation is comparable to what is happening on college campuses across the U.S. Are you aware that underage students are abusing alcohol at alarming rates? It’s true, and the standard university response is to set more stringent expectations and throw more rules at the student population, even though (as guidelines grow) behavior continues to spiral downhill. We see a similar situation in pro sports. Even with increasingly intense player-development strategies, the amount of dysfunctional actions are escalating by the day, both on and off the playing field.

    How much more proof do we need that setting expectations does not inhibit errant behavior?

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    But why is this alarming trend occurring? And if setting stricter standards doesn’t work, what can be done to eliminate hurtful and disruptive conduct?

    The answer, believe it or not, has to do with a person’s free will and inherent functioning — and what happens when these innate attributes are compromised. In setting expectations, leaders are actually pointing people in the direction of (and thus energizing) what they are trying to avoid in the first place. To illustrate, if I tell my son how to behave as he embarks upon his college journey this week, my expectations are likely to clash with his own intuition, resulting in bound-up thinking (the opposite of a clear head) when he finds himself in a sticky situation — his first fraternity party, for example.

    Instead, what camps, schools, teams, leagues, families, and organizations must do is point their charges inward. Teach them that their mind-sets are naturally in flux — from a high feeling state (mood), their choices are automatically fruitful and empowering, but from a low feeling state, if they act, their choices will be desperate and destructive. We must promote and inspire free will by not telling others what is right or wrong, but by encouraging others to act when their state of mind is elevated and, thus, they are viewing life with compassion, love, resilience, and strength. From this perspective, a person’s behavior is always productive, for themselves and those around them.

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    The only way to encourage productive behavior is to point people inward. Expectations point people outward, toward somebody else’s definition of right and wrong.

    The bottom line is that telling others what to do, what to look out for, or what behavior is and is not expected — points them away from their own freedom and instincts. Plus, rather than punishing or disciplining when they don’t fit an organization’s definition of “appropriate” (which only escalates the tension and bewilderment), leaders should be teaching others about what their feelings are trying to tell them. The “off” feeling in their stomachs before the 15-year-old boy campers raided a girls bunk, for instance, was telling them that their thinking was momentarily off course, and they were about to make a big mistake if they proceeded.

    It’s time that we look away from behavior and toward the state of mind that creates the behavior. We’ve put the cart before the horse, and, sadly, our young people are paying an extremely steep price for it. After all, isn’t summer camp supposed to be a place where kids grow, discover, make mistakes, and prosper? Isn’t it a place where free will is supposed to bloom?

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    Author’s note: I am well aware that the preceding point of view is outside the norm. All I ask is that you consider it with an open mind. Our insecurities often tell us that we must set expectations and rules, and discipline accordingly—we should never listen to our insecure thoughts.

    (Photo credit: Overall Performance via Shutterstock)

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    Last Updated on August 16, 2018

    10 Huge Differences Between A Boss And A Leader

    10 Huge Differences Between A Boss And A Leader

    When you try to think of a leader at your place of work, you might think of your boss – you know, the supervisor in the tasteful office down the hall.

    However, bosses are not the only leaders in the office, and not every boss has mastered the art of excellent leadership. Maybe the best leader you know is the co-worker sitting at the desk next to yours who is always willing to loan out her stapler and help you problem solve.

    You see, a boss’ main priority is to efficiently cross items off of the corporate to-do list, while a true leader both completes tasks and works to empower and motivate the people he or she interacts with on a daily basis.

    A leader is someone who works to improve things instead of focusing on the negatives. People acknowledge the authority of a boss, but people cherish a true leader.

    Puzzled about what it takes to be a great leader? Let’s take a look at the difference between a boss and a leader, and why cultivating quality leadership skills is essential for people who really want to make a positive impact.

    1. Leaders are compassionate human beings; bosses are cold.

    It can be easy to equate professionalism with robot-like impersonal behavior. Many bosses stay holed up in their offices and barely ever interact with staff.

    Even if your schedule is packed, you should always make time to reach out to the people around you. Remember that when you ask someone to share how they are feeling, you should be prepared to be vulnerable and open in your communication as well.

    Does acting human at the office sound silly? It’s not.

    A lack of compassion in the office leads to psychological turmoil, whereas positive connection leads to healthier staff.[1]

    If people feel that you are being open, honest and compassionate with them, they will feel able to approach your office with what is on their minds, leading to a more productive and stress-free work environment.

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    2. Leaders say “we”; bosses say “I”.

    Practice developing a team-first mentality when thinking and speaking. In meetings, talk about trying to meet deadlines as a team instead of using accusatory “you” phrases. This makes it clear that you are a part of the team, too, and that you are willing to work hard and support your team members.

    Let me explain:

    A “we” mentality shifts the office dynamic from “trying to make the boss happy” to a spirit of teamwork, goal-setting, and accomplishment.

    A “we” mentality allows for the accountability and community that is essential in the modern day workplace.

    3. Leaders develop and invest in people; bosses use people.

    Unfortunately, many office climates involve people using others to get what they want or to climb the corporate ladder. This is another example of the “me first” mentality that is so toxic in both office environments and personal relationships.

    Instead of using others or focusing on your needs, think about how you can help other people grow.

    Use your building blocks of compassion and team-mentality to stay attuned to the needs of others note the areas in which you can help them develop. A great leader wants to see his or her people flourish.

    Make a list of ways you can invest in your team members to help them develop personally and professionally, and then take action!

    4. Leaders respect people; bosses are fear-mongering.

    Earning respect from everyone on your team will take time and commitment, but the rewards are worth every ounce of effort.

    A boss who is a poor leader may try to control the office through fear and bully-like behavior. Employees who are petrified about their performance or who feel overwhelmed and stressed by unfair deadlines are probably working for a boss who uses a fear system instead of a respect system.

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    What’s the bottom line?

    Work to build respect among your team by treating everyone with fairness and kindness. Maintain a positive tone and stay reliable for those who approach you for help.

    5. Leaders give credit where it’s due; bosses only take credits.

    Looking for specific ways to gain respect from your colleagues and employees? There is no better place to start than with the simple act of giving credit where it is due.

    Don’t be tempted to take credit for things you didn’t do, and always go above and beyond to generously acknowledge those who worked on a project and performed well.

    You might be wondering how you can get started:

    • Begin by simply noticing which team member contributes what during your next project at work.
    • If possible, make mental notes. Remember that these notes should not be about ways in which team members are failing, but about ways in which they are excelling.
    • Depending on your leadership style, let people know how well they are doing either in private one-on-one meetings or in a group setting. Be honest and generous in your communication about a person’s performance.

    6. Leaders see delegation as their best friend; bosses see it as an enemy.

    If delegation is a leader’s best friend, then micromanagement is the enemy.

    Delegation equates to trust and micromanagement equates to distrust. Nothing is more frustrating for an employee than feeling that his or her every movement is being critically observed.

    Encourage trust in your office by delegating important tasks and acknowledging that your people are capable, smart individuals who can succeed!

    Delegation is a great way to cash in on the positive benefits of a psychological phenomenon called a self-fulfilling prophecy. In a self-fulfilling prophecy, a person’s expectations of another person can cause the expectations to be fulfilled.[2]

    In other words, if you truly believe that your team member can handle a project or task, he or she is more likely to deliver.

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    Learn how to delegate in my other article:

    How to Delegate Work (the Definitive Guide for Successful Leaders)

    7. Leaders work hard; bosses let others do the work.

    Delegation is not an excuse to get out of hard work. Instead of telling people to go accomplish the hardest work alone, make it clear that you are willing to pitch in and help with the hardest work of all when the need arises.

    Here’s the deal:

    Showing others that you work hard sets the tone for your whole team and will spur them on to greatness.

    The next time you catch yourself telling someone to “go”, a.k.a accomplish a difficult task alone, change your phrasing to “let’s go”, showing that you are totally willing to help and support.

    8. Leaders think long-term; bosses think short-term.

    A leader who only utilizes short-term thinking is someone who cannot be prepared or organized for the future. Your colleagues or staff members need to know that they can trust you to have a handle on things not just this week, but next month or even next year.

    Display your long-term thinking skills in group talks and meetings by sharing long-term hopes or concerns. Create plans for possible scenarios and be prepared for emergencies.

    For example, if you know that you are losing someone on your team in a few months, be prepared to share a clear plan of how you and the remaining team members can best handle the change and workload until someone new is hired.

    9. Leaders are like your colleagues; bosses are just bosses.

    Another word for colleague is collaborator. Make sure your team knows that you are “one of them” and that you want to collaborate or work side by side.

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    Not getting involved in the going ons of the office is a mistake because you will miss out on development and connection opportunities.

    As our regular readers know, I love to remind people of the importance of building routines into each day. Create a routine that encourages you to leave your isolated office and collaborate with others. Spark healthy habits that benefit both you and your co-workers.

    10. Leaders put people first; bosses put results first.

    Bosses without crucial leadership training may focus on process and results instead of people. They may stick to a pre-set systems playbook even when employees voice new ideas or concerns.

    Ignoring people’s opinions for the sake of company tradition like this is never truly beneficial to an organization.

    Here’s what I mean by process over people:

    Some organizations focus on proper structures or systems as their greatest assets instead of people. I believe that people lend real value to an organization, and that focusing on the development of people is a key ingredient for success in leadership.

    Learning to be a leader is an ongoing adventure.

    This list of differences makes it clear that, unlike an ordinary boss, a leader is able to be compassionate, inclusive, generous, and hard-working for the good of the team.

    Instead of being a stereotypical scary or micromanaging-obsessed boss, a quality leader is able to establish an atmosphere of respect and collaboration.

    Whether you are new to your work environment or a seasoned administrator, these leadership traits will help you get a jump start so that you can excel as a leader and positively impact the people around you.

    For more inspiration and guidance, you can even start keeping tabs on some of the world’s top leadership experts. With an adventurous and positive attitude, anyone can learn good leadership.

    Featured photo credit: Unsplash via unsplash.com

    Reference

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