Goals, expectations, and standards are interrelated to each other. They are related to the outcome and future of the organization. A goal is the desired result that an individual or group of individual plans, envisions and commits to achieve. It reflects the expectations that the employer has in the future. To achieve any goal, an organization must set a predetermined standard and works as accordingly with the standards. Standards are nothing but the pre-determined goals. Your goals/expectations serve as a target to aim for (Cohn, 2011). They will provide the energy and courage to consistently move forward towards success.
For example, I as an employee have the expectation of getting the best facilities whereas the employer expects me to work towards the attainment of the company’s goals by setting certain standards. Here, both the parties’ expectations are different. Standards help to take up challenges, which are necessary to achieve the dream. One of the biggest challenges for managers who are learning to lead is developing the ability to set expectations and standards and then hold the people accountable to these expectations (CoachStation, 2016). Goals, expectations and standards give clear directions to the organization. The lack of these three will misguide and misdirect the organization.
Encouraging the heart is one of the factors that connect people together in the organization. A leader can encourage the heart by creating clear goals and allowing employees to provide input with their respect to their goals, and by giving consistent feedback that allows employees to know if they are meeting their goals and that guides them to correct their course (al-Baradie, 2014). The set standards motivate employee and employer to do better in future than what they are doing now. This can only happen when the leaders address their values and goals. High expectations lead to high performance. It is observed that when employee behaves according to the expectation of the employer. They succeed when the leaders expect them to and vice versa. Hence, leaders must model their expectations by communicating and sending the message that they expect best from their constituents as well. Encourage the heart to develop a self- confidence to live up to those expectations (James M.Kouzes).
Leaders can encourage the employees by showing the care, paying attention to what they are doing, how they are doing, and how they are feeling. For this, they must communicate with their constituents on a regular basis. This encourages the morale and creates an atmosphere in which people can open up to each other which develops a trusting and honest working relationship. After setting goals/ standards and expecting the best, leaders must give recognition to the efforts contributed by the employees. Recognition does not need to be big. For example, a simple gesture like thanking them for their contributions, pat on the back, appraising their work in front of the office staff, encouraging them to initiate ideas, showing their mistakes and suggesting ways to improve it are enough to build up confidence in them…
Cultivating a culture of celebrating victories and values also helps to encourage the heart inside the organization. Celebrating victories together promotes team building and social support network. For example, a mini get together of office staffs after work or during the break at the office to celebrate the accomplishments of the company or its employees. This activity will lead to higher performance, improved teamwork and release of stress.
References
al-Baradie, R. S. (2014). Encouraging the heart. International Journal of Pediatrics and Adolescent Medicine Volume 1, Issue 1, 11-16.
CoachStation. (2016, April 14). Leadership and Management Development. Retrieved from Leadership: Setting Standards and Expectations: coachstation.com.au/leadership-sta...
Goals, expectations, and standards are interrelated to each other. They are related to the outcome and future of the organization. A goal is the desired result that an individual or group of individual plans, envisions and commits to achieve. It reflects the expectations that the employer has in the future. To achieve any goal, an organization must set a predetermined standard and works as accordingly with the standards. Standards are nothing but the pre-determined goals. Your goals/expectations serve as a target to aim for (Cohn, 2011). They will provide the energy and courage to consistently move forward towards success.
For example, I as an employee have the expectation of getting the best facilities whereas the employer expects me to work towards the attainment of the company’s goals by setting certain standards. Here, both the parties’ expectations are different. Standards help to take up challenges, which are necessary to achieve the dream. One of the biggest challenges for managers who are learning to lead is developing the ability to set expectations and standards and then hold the people accountable to these expectations (CoachStation, 2016). Goals, expectations and standards give clear directions to the organization. The lack of these three will misguide and misdirect the organization.
Encouraging the heart is one of the factors that connect people together in the organization. A leader can encourage the heart by creating clear goals and allowing employees to provide input with their respect to their goals, and by giving consistent feedback that allows employees to know if they are meeting their goals and that guides them to correct their course (al-Baradie, 2014). The set standards motivate employee and employer to do better in future than what they are doing now. This can only happen when the leaders address their values and goals. High expectations lead to high performance. It is observed that when employee behaves according to the expectation of the employer. They succeed when the leaders expect them to and vice versa. Hence, leaders must model their expectations by communicating and sending the message that they expect best from their constituents as well. Encourage the heart to develop a self- confidence to live up to those expectations (James M.Kouzes).
Leaders can encourage the employees by showing the care, paying attention to what they are doing, how they are doing, and how they are feeling. For this, they must communicate with their constituents on a regular basis. This encourages the morale and creates an atmosphere in which people can open up to each other which develops a trusting and honest working relationship. After setting goals/ standards and expecting the best, leaders must give recognition to the efforts contributed by the employees. Recognition does not need to be big. For example, a simple gesture like thanking them for their contributions, pat on the back, appraising their work in front of the office staff, encouraging them to initiate ideas, showing their mistakes and suggesting ways to improve it are enough to build up confidence in them…
Cultivating a culture of celebrating victories and values also helps to encourage the heart inside the organization. Celebrating victories together promotes team building and social support network. For example, a mini get together of office staffs after work or during the break at the office to celebrate the accomplishments of the company or its employees. This activity will lead to higher performance, improved teamwork and release of stress.
References
al-Baradie, R. S. (2014). Encouraging the heart. International Journal of Pediatrics and Adolescent Medicine Volume 1, Issue 1, 11-16.
CoachStation. (2016, April 14). Leadership and Management Development. Retrieved from Leadership: Setting Standards and Expectations: coachstation.com.au/leadership-sta...
Cohn, D. P. (2011, May 21). CoachDeck. Retrieved from Goals and Expectations: blog.coachdeck.com/2011/05/21/goal...