Leadership_Defining the roles

Define the role.

What are the expectations of your leadership role? Who sets them? What’s the purpose of your position? Who are you leading?

Believe it or not, we often don’t sit down and have these intentional, basic conversations with new leaders. Their view of their role is often not agreed upon with their superiors and assumed by their followers. Sculpting a new leader’s experience is crucial as small successes will breed confidence and quick failures will only frustrate the follower and the leader. So, sit down and talk. Set goals, behavioral expectations, values and outcomes for the leader and help the leader understand how they need to do the same with those they lead.

Defining the purpose of your organization and establishing goals is the heart of great relational leaders. Over time this process has changed. In American history the collaborative approach has been shaped for centuries, but it isn’t for everybody. Some people will simply want direction from a leader. So, consider your followers in this process. Are they a part of defining the goals? Are your goals a shared vision or just your personal view of success?

Creating shared goals is a process, and I’m always astonished at this process in any organization. Often, how the mission and goals are established is a barometer of the experience to come in the group. Believe it or not, the intentional conversation over these topics will set the tone for the entire experience. How will you sculpt the goals conversation? What are the personalities involved? What do they need in leading this conversation?