Setting Expectations in Your Leadership Team

Putting together a solid leadership team for your business is a big milestone for any small-business owner. But once you have your team assembled, many small-business owners think they are done with the heavy lifting. Unfortunately, that is just the beginning. You still need to put in the work of defining leadership team expectations, as well as laying the foundation for open communication and realistic goal-setting among your team. So today, let’s delve into these tasks to give our leadership teams the best chance for success.

Implement Trial Periods

Imagine a symphony orchestra without a conductor’s guidance, each musician playing their own notes without a unified vision. Similarly, a leadership team without well-defined expectations can lead to discord and inefficiency. So, the first thing you need to do once you identify the right team members for your leadership team is to set up expectations for everyone involved.

One of the things that I recommend to our business coaching clients is to implement trial periods for new team members that provide them with a structured opportunity to acclimate and showcase their capabilities. During this phase, setting realistic expectations is pivotal to success. Ambitious goals are admirable, but they must be balanced with the recognition that individuals need time to understand the team’s dynamics, culture, and operational nuances.

And having these trial periods offers a twofold advantage. On one hand, they grant the new team member the chance to integrate, learn, and contribute gradually. On the other, they offer the leadership team insight into each member’s strengths and areas for development. This allows for tailored coaching, guidance, and adjustments to expectations. Such an approach not only sets the foundation for successful long-term collaboration but also cultivates a sense of belonging and support.

Another thing to consider when putting together a leadership team is to create a culture of open communication with boundaries. This can be done in several ways, but to begin with it’s important to set up boundaries of topics that are off limits among the leadership team. For many teams, this may revolve around the discussion of profits, salaries, and financial concerns. Do you plan on sharing your financials with your team, and if so, are there expectations around that information? We would assume that the information would not be shared with clients, but what about other managers on the team? Or those who work under them? Set guidelines on how budgets and financials are discussed and share it with your leadership team.