If I say to my 10-year-old daughter:
“I expect you to keep your room in good condition,”
the instruction is clear, but may not fully communicate what I expect from her. If I take a more prescriptive approach that makes sense for her age, I might say:
“Please make sure you keep your room clean and put things in their proper place before you go to school.”
Now, we’re closer to achieving the desired outcome. I’ve provided a clear action she can take. To improve the chances further, I could add:
“Please keep your room clean and put things in the right place before school. I know you like having a tidy room, just like the rest of the house. I’m happy to help if you need.”
By giving a reason and offering support, I significantly increase the likelihood of success.
The same principle applies in our professional lives. As executives, our chances of achieving success increase dramatically when we set clear expectations, explain the rationale behind them, and offer support, recognition, or rewards where needed.
For example, in IT and Business Systems departments, setting minimum standards is essential, but success isn’t achieved through demands alone. When expectations are backed by logical reasoning—such as improving efficiency, reducing downtime, or meeting compliance—and when employees know they will be supported and recognised, the path to success becomes much clearer.
This shift in leadership approach can lead to a transformative change over time. By adopting this method, I believe we can elevate both individual and team performance, resulting in long-term, sustainable improvements in organisational effectiveness.
