Clear Leadership and Expectations

Apr 1

Written By Worker's Compensation Board Of Nova Scotia -

Clarity about what workers are expected to do and how their work contributes to the organization.

The most powerful leadership style is transformational leadership – where leaders inspire and motivate others to do more than what is expected through clearly demonstrating the organization’s mission, vision and purpose.

What is clear leadership and expectations?

Clear leadership and expectations are present in an environment in which leadership is effective and provides enough support that helps workers know what they need to do, explains how their work contributes to the organization, and discusses the nature and expected outcomes of impending changes.

There are many types of leadership, each of which impacts psychological safety and health in different ways. The most widely accepted categories of leadership are instrumental, transactional, and transformational. Of these, transformational leadership is considered the most powerful. They are concerned with long term objectives and transmit a sense of mission, vision, and purpose. They have charisma, give individual consideration to their workers, stimulate intellectual capabilities, and inspire others.

Instrumental leadership focuses primarily on producing outcomes, with little attention paid to the big picture, including the psychosocial dynamics within the organization, and unfortunately, the individual workers. Transformational leaders motivate others to do more than what is expected.

An organization with strong leadership and clear expectations would be able to state that:

In their jobs, employees know what they are expected to do.
Leadership in the workplace is effective.
Employees are informed about important changes at work in a timely manner.
Leaders provide helpful feedback to employees on their expected and actual performance.
The organization provides clear, effective communication.

This video was developed by The Mental Health Commission of Canada, in partnership with Ottawa Public Health with content adapted from The Mindful Employer.

Why is clear leadership and expectations important?

Clear leadership and expectations can directly impact the health of workers. Effective leadership has been known to increase morale, resiliency and trust, and decrease frustration and conflict. Skilled leadership can enhance well-being, reduce sick leaves and reduce the number of early retirements with disability pensions. A leader who maintains their own physical and psychological health can influence the health of their team by reducing rates of sickness, absenteeism and presenteeism. Competent leaders can also enhance the health of the organization as a whole through increased vitality and productivity.

Leaders who are more instrumental in their approach (rather than transformational) are more likely to find their employees complaining of general discomfort/illness, irritability or nervousness. Similarly, leaders who do not maintain their own physical and psychological health set a poor example for their employees and can undermine the purpose of organizational programs, policies and services intended to support workers. Middle managers are at greater risk, due to the fact that they must be leaders and be led at the same time. This may lead to increased feelings of powerlessness and stress.

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FAQs

• Emphasize the importance of an emotionally intelligent leadership style during considerations for advancement or promotion.
• Support opportunities for regular communication and interaction between leaders and employees.
• Ensure that workers clearly understand their tasks and responsibilities, and how their work contributes to the overall organization.
• Provide opportunities for teams to learn and develop together in order to strengthen relationships (e.g. team-building exercises).
• Identify role models for mentorship and support programs. This will help new or developing team members to recognize and strengthen the organizational culture.
• Commit to providing reasonable time and budget allowances for workers and leaders to obtain training on topics such as effective communication and conflict management.
• Communicate with employees about management decisions and ask for their input, whenever possible.
• Keep your employees informed on what is happening in the organization through regular newsletters, bulletins or intranet updates.
• Ensure there is regular, open and helpful communication between managers and direct reports, particularly during times of change and uncertainty.
• Hold regular employee meetings and ensure management attends.
• Strive for direct, accurate and timely communication from senior management, particularly about difficult decisions (e.g. layoffs, terminations).
• Review roles on a regular basis to keep in line with workplace goals and objectives, and to reduce unnecessary repetition.
• Ensure that job descriptions are current, specific and agreed-upon by relevant employees.
• Create and communicate clear expectations for leaders’ behaviour, holding them accountable, and using accountability agreements as needed.
• Conduct regular performance check-ins and reviews for all employees (including management) that includes collaborative and two-way feedback.
• Check-in regularly to ensure that workers feel prepared. If they do not, resolve these issues by providing clear direction and support.
• Ensure employees involvement in decision-making whenever possible. Where not possible, provide information about upcoming changes in the work environment in a timely manner. For the best results, inform employees prior to the changes taking place, so they can anticipate and prepare.
• Schedule time for regular one-on-ones between leaders and direct reports to provide helpful feedback on their expected and actual performance.
• Ensure the organization as a whole provides clear and effective communication at all levels.

Next Steps

Ensuring clear leadership and expectations in the work environment

A work environment where there is effective leadership and support to help employees know what they need to do, how their work contributes to the organization and whether there are impending changes.
• Employees have clear expectations regarding job responsibilities and roles.
• Positive employee morale and resiliency, particularly during times of heavy workload and change.
• Reduced employee frustration and conflict.
• Enhanced trust in the organization and its leaders.
• Do issues related to clear leadership and expectations present a greater risk to particular groups of employees (e.g. new employees, certain jobs, shift workers, etc.)?
• What are the strengths in your workplace in terms of clear leadership and expectations (e.g. what do you do well and what should you continue doing)?
• What could your workplace do to improve in this area (e.g. what could you do more of and what could you do less of)?