Setting Clear Expectations for Innovation Teams

Collaborative doesn’t mean chaotic. In Radical Candor, I talk about the GSD Wheel - a cycle that helps teams listen, clarify, debate, decide, persuade, and execute together. But none of that works without one crucial element: ground rules. One of the most powerful things a leader can do is set clear expectations for how decisions get made and how disagreement gets handled along the way. I’ve worked with teams where every decision felt like a battle. I’ve also worked with teams where decision-making felt energizing and inclusive. The difference? Clarity. A few ground rules I’ve seen work well: — We make space for dissent before we decide. — We separate debate from execution. — We don’t let urgency override inclusivity. They may sound simple, but these expectations can transform how your team collaborates under pressure. What’s one ground rule that’s helped your team make better decisions? :) --- Follow Kim Scott and Radical Candor® for more tips on leadership, collaboration, and building a culture where everyone can thrive.

We assume our managers know everything we’re doing and the value we’re creating. They don’t. Years ago, I faced a challenge with a department that consistently missed deliverables. The frustration was building on both sides—they felt overwhelmed by competing priorities, and we felt let down by promises unfulfilled. That’s when I developed what I call “Three-Point Landings” - a simple but powerful approach to cross-functional collaboration: 1. WHAT are you going to deliver? 2. HOW are you going to deliver it? 3. WHEN will it be delivered? It sounds basic, but I’ve found that most breakdowns in trust happen not because people don’t want to deliver, but because expectations were assumed rather than explicitly stated. With one particularly challenged IT department, we got to the point where we would actually write these three points on paper and have their leader sign it. When deliverables were met, we’d celebrate by posting them above their office door with a “Way to Go” sign. When expectations weren’t met, the rule was simple: come back and renegotiate before the deadline. This approach transformed our working relationship, created accountability, and built trust between departments—which is really important when navigating matrix environments. I’ve since used it with finance teams, marketing partners, and even in conversations with my own leaders. The next time you’re collaborating across departments, try this approach. You might be surprised how something so simple can be so transformative. #Leadership #CrossFunctionalTeams #ExpectationSetting #TransformativeLeadership

For years, I struggled with this: How do you set high expectations while staying approachable and supportive? I thought you had to choose. But you don’t. Here’s the framework I use to balance both: Technique #1: Set CLEAR expectations Ambiguity kills performance. 1.  Be upfront about what’s expected—no guesswork. 2.  Explain why the work matters—context inspires effort. 3.  Make success measurable—what does “good” look like? When people know exactly what’s needed, it’s easier to aim high without feeling lost or pressured. Technique #2: Be CONSISTENT How it works: 1. Hold everyone (including yourself) to the same standard. 2. Lead by example—don’t ask for more than you’re willing to give. 3. Show up the same way, every time—fairness builds trust. Consistency keeps expectations grounded and prevents resentment from creeping in. Technique #3: Focus on GROWTH, Not Just RESULTS Every project is a stepping stone to something bigger—for them and the team. 1. Frame every challenge as a chance to learn. 2. Remind your team how today’s work builds tomorrow’s opportunities. 3. Connect their goals to the bigger picture. This shifts the focus from just delivering to actually growing—and that’s where real motivation happens. Technique #4: Lead with EMPATHY Tough feedback doesn’t have to feel like an attack. 1. Be honest but kind during tough conversations. 2. Show them you believe in their ability to do better. 3. Demonstrate what great execution looks like—they’ll learn by seeing. Empathy doesn’t soften high standards; it makes them achievable. Technique #5: Celebrate WINS A simple “well done” can go a long way. 1. Call out great work—publicly and privately. 2. Celebrate milestones, no matter how small. 3. Show appreciation regularly—it matters. I’m still working on this myself, but I know people perform better when they feel valued. 💡 TL;DR → You don’t have to pick between being “nice” or being “demanding.” → You can set the bar high and lift people up while they climb. → You can be both. And when you get the balance right, your team will surprise you. How do you balance high expectations with support?👇 Drop your thoughts—I’d love to learn from you. #leadership #growthmindset #teammotivation #peoplemanagement #startup