Leaders cause issues down-line frequently by not clearly establishing (and communicating) expectations on many levels. Instead, we do a lot of assuming “he/she surely knows to do that …they must know that I need that information, etc”
Here’s a recommended practice to alleviate some of this sort of thing. Let’s call it a weekly update, maybe an expectation you have of your down-line leaders every Friday? This could effectively be done in person (20 min) or in an email. These categories might be given a rating, numerical, color-coding, GO/NO GO, and/or comments.
Lastly this practice prevents the leader from spending (wasting) time chasing info, wondering about, checking up on, hoping for updates etc. It also keeps your down-line leader from being jerked around from your ‘out of the blue’ calls, questions, interruptions, etc. This is wasteful – many leaders do this (lots). Create the practice & expectation - then hold them accountable to do it! This also helps to encourage a change in communication flow from traditional top-down to a bottom up flow……..
KEEPING THE LEADER FED UPDATE
* Ongoing / current projects status
* Lingering issues subordinate is waiting on leader to resolve
* Top 3 issues, concerns or challenges
* People (those they lead) updates - personal, professional, performance, problems
* IOU’s stated from both directions
* Topics ‘we need to discuss’
NOTE: in all cases, if no change, then ‘no change’ is said/written; however it is still listed. This keeps it visible to both & WE both know it is not forgotten. This keeps us from assuming and all the negative stuff that can lead to…!
As my book ‘KNOWINGLY LEADING – 25 Conversations for Success’ speaks to - we need to have conversations vs. assuming we all think the same, behave the same, practice the same, time manage the same, etc!
"People don't care how much you know until
first they know how much you care."