Managing your boss' expectations while keeping your team excited can be a challenging task, but it is essential for maintaining a productive and harmonious work environment. As a leader, you need to ensure that your team is motivated, engaged, and productive, while also meeting your boss' expectations and goals. 

Finding this balance between your boss’ expectations and your teams’ engagement often becomes more challenging in ever-changing situations. For example, a Fortune 500 company acquired a startup company in hopes of expanding their reach and innovation. 

The new team was thrilled to be a part of such a successful company, but they soon realized that the integration process was not going as smoothly as they had hoped. The leaders of the company tried several different approaches for the new team to focus on, but they kept changing the direction, leaving the startup team feeling burnt out and confused.

The first few weeks after the acquisition were exciting, as the team worked on exciting new projects and was given free reign to explore their creativity. But as time went on, the team began to feel the pressure of the constantly changing direction. They struggled to keep up with the ever-changing expectations and goals, which left them feeling drained.

As the weeks went on, the team's frustration continued to grow. They felt like they were constantly spinning their wheels, trying to keep up with the latest directive from their leaders. 

These are the 7 best practices to best help the manager of this team keep their team’s spirits high and stay on track with their new boss’ goals: 

The first step to managing your boss' expectations is to understand what they expect from you and your team. This requires clear communication and regular check-ins to ensure that you are on the same page. Your boss may have specific goals, timelines, or preferences that they want you to follow. Make sure you understand what is expected of you and your team, and communicate any challenges or concerns that you may have.

2. Keep Your Team Informed:

Once you have a clear understanding of your boss' expectations, it is important to communicate this information to your team. Share the goals and expectations with your team and ensure that they understand the importance of meeting them. Keep your team informed about any changes in direction or new priorities from your boss. This will help your team to stay focused and motivated, and it will also prevent any surprises that could impact their work.

3. Set Realistic Expectations:

It is important to set realistic expectations for your team that align with your boss' expectations. Don't overpromise and underdeliver. This can lead to disappointment and frustration, both from your boss and your team. Instead, set realistic goals and timelines that are achievable for your team. Work with your team to break down tasks into smaller, more manageable pieces, and set clear deadlines for each task. This will help your team to stay motivated and on track.

4. Encourage Feedback and Collaboration:

Encourage your team to provide feedback and collaborate with each other. This can help your team to stay engaged and motivated. It can also help to identify any potential issues or challenges early on, which can be addressed before they become bigger problems. Provide opportunities for your team to share their ideas and suggestions, and listen to their feedback. This will help to build trust and respect within your team, and it will also foster a culture of collaboration and continuous improvement.

5. Recognize and Celebrate Achievements:

Recognizing and celebrating achievements is a great way to keep your team excited and motivated. Celebrate when your team meets a goal or completes a project, and acknowledge their hard work and contributions. This can be as simple as a shout-out in a team meeting or as elaborate as a team outing or celebration. Recognizing your team's achievements will help to build morale and foster a positive work environment.

6. Provide Opportunities for Growth and Development:

Providing opportunities for growth and development is another great way to keep your team excited and motivated. Offer training, mentorship, or stretch assignments to help your team to develop their skills and advance their careers. This will show your team that you are invested in their success and that you value their contributions to the team. It will also help to keep your team engaged and motivated, as they work towards achieving their goals.

7. Communicate Regularly with Your Boss:

Regular communication with your boss is key to managing their expectations. Keep them informed about your team's progress, any challenges or roadblocks, and any successes or achievements. If there are any changes to the timeline or goals, communicate these changes to your boss as soon as possible. This will help to build trust and open communication between you and your boss, which is essential for maintaining a positive work environment.

All in all, managing your boss' expectations while keeping your team excited requires clear communication, realistic expectations, feedback and collaboration, recognition and celebration, opportunities for growth and development, and regular communication with your boss.

For the Fortune 500 company mentioned above, after reviewing these methods, the team manager called a meeting with the leaders of the company to discuss the challenges that the team was facing. The manager explained that while they were excited to be a part of the company, they were struggling to keep up with the changing expectations and goals.

After some discussion, the leaders of the company and the team came up with a plan to address the challenges. With a clear plan in place, the team began to feel more confident and motivated. They knew that their leaders were committed to their success and were invested in helping them achieve their goals. Over time, the team began to thrive, and their work began to make a significant impact on the company.

By working together, the leaders and the team were able to overcome the challenges they faced, and ultimately achieve success.

Leaders can lose energy on off days due to various reasons, such as stress, overwhelm, lack of sleep, physical illness, or personal issues. These factors can drain a leader's physical and mental energy, making it challenging to focus on their responsibilities and make effective decisions.

Leaders who prioritize their energy levels can maintain their focus and motivation, leading to better decision-making, communication, and productivity. They can also avoid burnout, which is a common problem among leaders. Burnout can lead to physical and mental health problems, decreased job satisfaction, and reduced performance.

To prioritize their energy levels, leaders can take breaks throughout the day, engage in physical activity, practice mindfulness or meditation, and prioritize rest and sleep. By taking care of themselves, leaders can improve their well-being and maintain their ability to lead effectively over the long term.

Leaders need to prioritize their mental health and energy levels, even when they're having an off day, for several reasons:

Taking care of oneself is not only beneficial to the leader but also to the entire organization. Leaders who prioritize their mental health and energy levels will be better equipped to handle the challenges of their role and achieve their goals over the long term.

Here are 6 top suggestions for prioritizing your mental health and re-energizing yourself through your leadership role. 

The first step in re-energizing yourself as a leader is to take a break. Sometimes, all you need is a few minutes of quiet time to reset your mind and clear your thoughts. Take a walk outside, practice some deep breathing exercises, or simply sit in a quiet room and relax for a few minutes.

2. Get moving

In the opposite respect, physical exercise is an excellent way to re-energize your body and mind. When you exercise, your body releases endorphins, which can improve your mood and help you feel more alert and focused. You don't need to spend hours at the gym to reap the benefits of exercise. Even a short walk or a few minutes of stretching can be enough to boost your energy levels and help you refocus.

3. Connect with others

Leadership can be a lonely job, but you don't have to face it alone. Connecting with others can be an excellent way to re-energize yourself and gain some perspective on your situation. Talk to a trusted friend or colleague, join a professional group or network, or seek out a mentor or coach who can offer guidance and support.

4. Try something new

If you're feeling stuck in a rut, trying something new can be a great way to re-energize yourself and gain some fresh perspective. Take a new class, try a new hobby, or simply explore a new part of your city or town. Getting out of your comfort zone can be intimidating, but it can also be a powerful way to re-energize your mind and body.

5. Practice self-care

As a leader, you're responsible for taking care of others, but it's essential to take care of yourself too. Practicing self-care can be an excellent way to re-energize yourself and regain your focus and productivity. This might involve getting enough sleep, eating a healthy diet, taking regular breaks, or indulging in a favorite hobby or activity.

6. Focus on the big picture

When you're having an off day, it can be easy to get bogged down in the details and lose sight of the big picture. Focusing on your long-term goals and vision can be an excellent way to re-energize yourself and gain some perspective. Take some time to reflect on why you're in your leadership role and what you hope to achieve in the long term.

Leadership is not an easy job, and even the most accomplished leaders have their off days. 

It is crucial for leaders to prioritize their energy levels when they're having an off day. Leaders are responsible for guiding their teams and making critical decisions that can impact the organization's success. When a leader is feeling drained or unproductive, it can affect their ability to lead effectively and achieve their goals.

In today's fast-paced and competitive business world, organizations must continuously strive to improve their efficiency and productivity. One way to achieve this is through the use of SMART goals. SMART goals provide a framework for employees to set specific, measurable, achievable, relevant, and time-bound objectives that can help them focus their efforts and achieve their goals efficiently. 

SMART is an acronym that stands for Specific, Measurable, Achievable, Relevant, and Time-bound. It's a widely used framework for setting goals that helps to ensure that goals are well-defined, realistic, and achievable.

 

Here are the benefits of using SMART goals and how they can increase efficiency and organization in the workplace.

 

The first benefit of using SMART goals is that they provide clarity and focus for employees. When employees know what they need to achieve and have a specific goal to work towards, they are better able to focus their efforts and avoid distractions. This increased focus leads to greater efficiency and productivity, as employees are better able to manage their time and resources.

 

Another benefit of SMART goals is that they help employees prioritize their tasks and activities. When employees have a clear understanding of what is expected of them, they can prioritize their work and ensure that they are working on the most important tasks first. This reduces wasted time and effort on less critical tasks, leading to better use of time and resources.

 

SMART goals also increase employee motivation and engagement. When employees have a specific goal to work towards, they are more likely to be engaged in their work and motivated to achieve their objectives. This increased motivation leads to greater productivity and efficiency, as employees are more committed to their work and focused on achieving their goals.

 

The 'M' in SMART stands for measurable, which means that progress towards the goal can be tracked and measured. This provides a sense of accomplishment and progress, which can motivate employees to work more efficiently. It also provides a basis for accountability, as employees can be held responsible for meeting their objectives.

 

 

 

Goal-setting is a critical component of success in both personal and professional life. However, setting goals is not enough; they must be well-defined, measurable, and achievable in order to be effective. By setting SMART goals, individuals and organizations can focus their efforts, track their progress, and increase their chances of achieving their desired outcomes.

 

 

The first step in the SMART goal-setting process is to ensure that the goals are specific. Employees should be encouraged to define exactly what they want to achieve and the outcomes they are hoping for. Specific goals help to provide clarity and focus, making it easier for employees to determine what they need to do to achieve their objectives.

An efficient employee 

 
2. Emphasize the Importance of Measurable Goals

The next step is to ensure that the goals are measurable. This means that employees should be able to track their progress and determine whether they are on track to achieve their goals. Measurable goals also provide a sense of accomplishment as employees see the progress they are making towards their objectives.

 
3. Encourage Achievable Goals

Goals should be achievable, meaning that they should be realistic given the resources and limitations of the employees and the organization. Helping employees to set achievable goals can increase their confidence and motivation, as they see that their efforts are making a tangible difference.

 
4. Focus on Relevant Goals

Goals should be relevant to the employee's job and the organization's objectives. Relevant goals help to ensure that the employee's efforts are aligned with the organization's priorities, and that their goals are contributing to the overall success of the company.

 
5. Emphasize the Importance of Time-bound Goals

Finally, goals should be time-bound, meaning that they should have a specific deadline. This provides a sense of urgency and helps to keep employees focused on their objectives. It also allows for regular check-ins and progress updates to ensure that the goals are on track to be achieved.

 

AIM Insights is an online platform designed to help managers and employees collaborate more effectively on goal-setting and performance management. It provides managers with tools to help employees set specific, measurable, achievable, relevant, and time-bound (SMART) goals, track progress towards those goals, and receive feedback and coaching throughout the process. Here are some ways AIM Insights allows managers to help their employees set and achieve their goals:

 

●       Facilitates goal setting: AIM Insights provides a structured process for setting goals, including prompts for identifying areas of focus, creating measurable objectives, and setting timelines for completion. Managers can use this process to guide employees in setting meaningful goals that align with the organization's overall objectives.

●       Tracks progress: The platform allows employees to track their progress towards their goals and provides managers with visibility into that progress. This enables managers to identify potential roadblocks and provide support and guidance to help employees overcome them.

●       Provides feedback: AIM Insights encourages ongoing feedback and coaching between managers and employees. Managers can use the platform to provide feedback on employee performance, offer suggestions for improvement, and recognize progress towards goals.

●       Supports performance conversations: AIM Insights facilitates regular performance conversations between managers and employees. This allows them to review progress towards goals, discuss any challenges, and adjust goals as needed.

 

The use of SMART goals is an effective way to increase efficiency and organization in the workplace. By providing clarity and focus, prioritization, motivation and engagement, measurement and accountability, and organization and planning, SMART goals help employees achieve their objectives efficiently and effectively. Organizations that encourage the use of SMART goals can expect to see increased productivity, improved performance, and greater success in achieving their goals.

By using AIM Insights, managers can help their employees set goals that are aligned with the organization's objectives, track progress towards those goals, and provide ongoing feedback and coaching to support goal achievement. This, in turn, can improve employee engagement, motivation, and overall performance.

Once employees have set their SMART goals, it is important for leaders to review their goals and help them achieve their objectives. This can be done through regular check-ins and progress updates, as well as providing resources and support to help employees overcome any obstacles they may face.

Teaching your employees to set SMART goals is a valuable investment in the success of both the employees and the organization. By providing clear guidelines and support, leaders can help employees achieve their objectives, increase their satisfaction and motivation, and contribute to the overall success of the company.

Conflict is an inevitable part of human interaction, and it can arise in any setting, including the workplace. When conflicts occur, it is important for leaders to have the skills and strategies necessary to effectively resolve them. 

 

Inclusive leaders play a crucial role in promoting diversity, equity, and inclusion in the workplace, and must be equipped to handle conflicts that may arise because of differences in perspectives, experiences, and identities.

 

 

 

One of the key strategies for inclusive leaders to resolve conflicts is active listening. Encouraging all parties involved to express their thoughts and feelings without interruptions is crucial in resolving conflicts. By listening attentively to understand the underlying issues and concerns, inclusive leaders can ensure that all perspectives are heard and considered. 

 
2. Empathy: Try to understand the perspective of each party and show empathy towards their feelings and experiences.

 

Empathy is also a valuable tool in conflict resolution. Inclusive leaders should strive to understand the perspective of each party and show empathy toward their feelings and experiences. This can help to build trust and foster a sense of understanding, which can be essential in finding a resolution.

 
3. Encourage open communication: Encourage team members to express their thoughts and feelings openly and provide a safe space for constructive dialogue.

 

Communication is also a critical aspect of conflict resolution. Inclusive leaders should ensure clear and open communication between all parties, encouraging everyone to express their opinions and providing regular updates on the progress of the conflict resolution process.

 
4. Lead by example: Set an example for the team by demonstrating effective conflict resolution skills, such as active listening and empathy.

 

Leading by example is another important leadership tip for resolving team conflicts. Inclusive leaders should set an example for the team by demonstrating effective conflict-resolution skills, such as active listening and empathy. This can help to promote these skills within the team and foster a positive and inclusive workplace culture.

 
5. Mediate conflicts: Take an active role in mediating conflicts between team members, helping to find mutually beneficial solutions.

 

Mediating conflicts between team members is another important role that leaders can play. By taking an active role in resolving conflicts, inclusive leaders can help to find mutually beneficial solutions and prevent conflicts from escalating. It is important for leaders to be impartial and neutral in their approach, and to consider the perspectives and needs of all parties involved.

 
6. Establish clear guidelines: Establish clear guidelines for resolving conflicts and communicate these to the team. This can help to prevent conflicts from escalating and ensure that they are resolved in a timely manner.

 

Establishing clear guidelines for resolving conflicts can also be an effective way to prevent conflicts from escalating. Leaders should communicate these guidelines to the team and ensure that they are understood and followed. This can help to prevent conflicts from becoming entrenched and ensure that they are resolved in a timely manner.

 
7. Encourage team building: Encourage team building activities and opportunities for team members to get to know one another on a personal level. This can help to build trust and reduce the likelihood of conflicts arising.

 

Encouraging team building and opportunities for team members to get to know one another on a personal level can also help to reduce the likelihood of conflicts arising. This can build trust and foster a sense of understanding and cooperation, which can be critical in resolving conflicts in a positive and inclusive manner. One great way to encourage team building is through the Ambition In Motion Horizontal Mentorship Program.

 
8. Provide training: Provide training and development opportunities for team members on conflict resolution skills and effective communication.

 

            Providing training and development opportunities for team members on conflict resolution skills and effective communication is an important aspect of leadership for inclusive leaders. By investing in the development of their team members, leaders can help to promote a positive and inclusive workplace culture and ensure that conflicts are resolved effectively. One way of receiving guidance on how to be an inclusive leader is with training and metrics via AIM Insights.

 
9. Flexibility: Be open to new ideas and solutions and be willing to adjust your approach as needed.

 

Inclusive leaders must be flexible and open to new ideas and solutions. They should be willing to adjust their approach as needed and embrace change to find the best resolution for all parties involved.

10. Follow-Up with Team: Reach out to the team members involved in the conflict after the resolution has been put in place.

 

Following up with your team members after going through the conflict-resolution process shows them that you see the value in them as individuals and employees. Reaching out to check in on how your team is feeling will aid in a stronger continuation of your team's work after the resolution stage.

 

By showing that you care about their well-being after the conflict, you allow your team to rebuild trust in the team's efforts.

 

Inclusive leaders prioritize conflict resolution skills because they understand that conflicts are a normal and inevitable part of human interaction, particularly in diverse teams and organizations. Conflicts can arise due to differences in opinions, values, and interests, and if not managed properly, they can harm productivity, morale, and teamwork.

 

Therefore, conflict resolution skills are essential for inclusive leaders to ensure that their teams and organizations remain cohesive and effective, even in the face of disagreements. By having strong conflict-resolution skills, inclusive leaders can promote open and respectful communication, maintain positive relationships, encourage diverse thinking, and improve decision-making. 

 

Overall, inclusive leaders who prioritize conflict resolution skills can create a positive and productive work environment where diverse perspectives and ideas are valued, conflicts are resolved in a constructive manner, and all team members feel heard and respected.

Being a busy person is a challenge in many aspects, especially finding time to develop leadership skills. Such skills are essential to making it to the top of the professional ladder. Whether you’re a business executive, entrepreneur, college student, or stay-at-home parent, having great leadership skills can open up new opportunities. 

First, it is important to identify a key leadership area you want to develop. You’re already limited on time, so don’t try to tackle too much at once. Review any data or feedback that you have, such as performance reviews or results of a recent 360 survey. Identify no more than two competencies or skills you want to improve.

Second, set yourself a time limit. It’s common for leaders to make critical mistakes by trying to do too much, too fast. You will get excited, watch an hour’s worth of content in one day, get overwhelmed by too many ideas and tips, and either lose your motivation or try to implement and get discouraged by the lack of results. Instead, remember this is a long-term game. Small actions you do every day will be much more effective in the long term, than short bursts of activity. And in every busy leaders’ life, getting help to enhance and encourage leadership development is easy with Ambition in Motion’s executive mastermind groups. 

Mentorship programs are a great way to continuously invest in leadership development throughout the organization. The program does not have to be complicated, with some basic content it can provide both people in a horizontal mentorship exposure to valuable development content.

One highly-rated professional mentorship program is the AIM Insights Executive Mentorship program. The key part of this program is that your mentor acts as a source of guidance and coaching, customized to your individual needs.

Luckily, this mastermind mentorship program has short videos, meaning that you only need to invest three to five minutes a day. Find a course that matches a developmental area you have identified. Commit to watching one or two short videos a day. And the customized coaches that you’re paired with guide you to make physical and mental notes of key takeaways and ideas for how to implement into your day.

Executive coaches work with business leaders to enable their rapid development in the workplace. They also assist with specific problems that a board member, or senior manager, wants to work through outside of the normal business framework. 

This coaching focuses very specifically on the issues that an executive wants to work through. Thus it becomes a speedy way to improve skills and to achieve personal and professional objectives.

The executive coach gives the executive feedback and a new perspective that enables them to set goals and work towards them. The coaching sessions use objective feedback to drive the executive's thought processes forward through their issues.

Leadership development should be recognized as an ongoing part of professional life. And while dipping in and focusing on it when time allows is great, as we all know, time doesn’t always allow. That doesn’t mean that you can’t develop your skills. All it takes to become a better leader is dedication and a small investment of time.

If this still feels overwhelming, remember this: We mistakenly think that leadership development only occurs in the workplace. However, research suggests that most effective leaders learn all the time and everywhere. 

As a manager or executive, having a support system such as an executive mentor is crucial. But be aware of your own need for support and friendship in the work environment and make a conscious effort to seek them out in the appropriate places.