Comment communiquez-vous votre vision et vos attentes à votre équipe et à vos parties prenantes?

Communicate your vision in the form of what the world (or customers' lives, or beneficiaries' lives, or the relevant technological landscape, etc) Looks, Sounds, and Feels like if you and the team succeed. Tell a story about how things are now and contrast it with a parallel story set in the future when your vision has been realized. To communicate your expectations - in terms of effort, priorities, communication, cooperation - demonstrate through your day-to-day actions the desired behaviors. Go ahead and give these behaviors names and maybe even have them on a list, but the list is useless unless it lives through your own actions. Gather the team monthly explicitly for them to share concrete stories of colleagues "walking the walk".

I love the phrase "we were given 2 ears, and 1 mouth for a reason". LISTEN. ASK QUESTIONS. Have a vested interest in knowing your people, their values, their motivations, their goals, long before assigning an expectation for them. Knowing what people are motivated by will help you tailor your message in a way that is received, and will turn to inspired action. The book "Self-Aware Leader" was an incredible quick read that drove this point home, amongst many other valuable lessons.

𝗨𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱 𝗧𝗵𝗲𝗶𝗿 𝗡𝗲𝗲𝗱𝘀: Know what your team and stakeholders are looking for in your vision and expectations. 𝗜𝗱𝗲𝗻𝘁𝗶𝗳𝘆 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗦𝘁𝘆𝗹𝗲𝘀: Different people prefer different communication styles. Identify the most effective style for your audience. 𝗖𝗼𝗻𝘀𝗶𝗱𝗲𝗿 𝗧𝗵𝗲𝗶𝗿 𝗕𝗮𝗰𝗸𝗴𝗿𝗼𝘂𝗻𝗱: Consider their professional background, experience, and knowledge when communicating your vision. 𝗔𝗰𝗸𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲 𝗧𝗵𝗲𝗶𝗿 𝗜𝗻𝗽𝘂𝘁: Make them feel valued by acknowledging their input and incorporating it into your vision and expectations. 𝗕𝗲 𝗢𝗽𝗲𝗻 𝘁𝗼 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸: Encourage them to share their thoughts and feedback. This can help you refine your vision and expectations.

Tailor your vision/expectations to each individual. I generally do not focus only on the team or board as a whole but I adapt my message by introducing aspects which speaks to each of my colleagues/team members. Working in a team, gives you the possibility to gather the needed information to be able to adapt the ‘transmission’ of your expectations. For an instance, one could focus more on the benefits/influence it will have on him/on his work the either might focus on the changes in his responsibilities. Knowing your audience means tailoring your expectations, your message.

1. Your vision should be more than a statement; it should be a compelling narrative that clearly outlines where you are heading and why. 2. Be explicit about what you expect from each team member, including the standards they should adhere to and the objectives they are aiming to achieve. 3. Avoid jargon and complex language that might obscure your message.

𝗖𝗼𝗻𝘀𝗶𝘀𝘁𝗲𝗻𝗰𝘆: Be consistent in your communication. This helps build trust and credibility. 𝗧𝗿𝗮𝗻𝘀𝗽𝗮𝗿𝗲𝗻𝗰𝘆: Be open and honest about your vision and expectations. This helps avoid confusion and misinterpretation. 𝗥𝗲𝗴𝘂𝗹𝗮𝗿 𝗨𝗽𝗱𝗮𝘁𝗲𝘀: Provide regular updates to keep everyone on the same page. 𝗖𝗹𝗲𝗮𝗿 𝗘𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻𝘀: Clearly communicate what you expect from your team and stakeholders. This helps them align their efforts with your vision. 𝗢𝗽𝗲𝗻 𝗗𝗶𝗮𝗹𝗼𝗴𝘂𝗲: Encourage an open dialogue. This allows for clarification of doubts and ensures everyone understands your vision and expectations

People are more likely to buy into a vision they feel personally connected to. Share stories and experiences that illustrate your vision and its relevance to both the team and individual team members. Involve your team in the vision-building process by soliciting their ideas and feedback. Demonstrate the behaviours and attitudes you expect from your team. Your actions should embody the vision and expectations you communicate, serving as a living example for others to emulate.

𝗦𝘂𝗽𝗽𝗼𝗿𝘁𝗶𝘃𝗲 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽: Be there for your team. Provide guidance, resources, and assistance when needed. Encourage their efforts and appreciate their hard work. 𝗘𝗺𝗽𝗼𝘄𝗲𝗿𝗺𝗲𝗻𝘁: Empower your team by delegating responsibilities and providing opportunities for growth. Trust in their abilities. 𝗔𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆: Hold yourself accountable for your decisions and actions. This sets a positive example for your team. 𝗔𝗱𝗺𝗶𝘁 𝗠𝗶𝘀𝘁𝗮𝗸𝗲𝘀: If you make a mistake, admit it, learn from it, and move forward. This shows your team that it’s okay to make mistakes and encourages a learning culture. 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸: Provide constructive feedback to your team. This helps them improve and grow.

Some of the areas not included in the article are: 𝗔𝗱𝗮𝗽𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆: Be adaptable in your communication. Adjust your approach based on the situation and the individual’s response. 𝗔𝗰𝘁𝗶𝘃𝗲 𝗟𝗶𝘀𝘁𝗲𝗻𝗶𝗻𝗴: Practice active listening. This shows respect for the speaker and allows for better understanding. 𝗡𝗼𝗻-𝗩𝗲𝗿𝗯𝗮𝗹 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻: Pay attention to non-verbal cues. They can provide valuable insights into how your message is being received. 𝗣𝗮𝘁𝗶𝗲𝗻𝗰𝗲: Be patient. Change takes time, and everyone adapts at their own pace.

Effective communication of vision and expectations involves clear and concise messaging. Open dialogue is encouraged to ensure a shared understanding among team members and stakeholders. This promotes collaboration and alignment towards common goals, fostering a cohesive and productive work environment.