Leadership Edge

Write expectations people can actually act on.

Answer nine short questions. Get a clear expectation in bullets or a paragraph, plus what you commit to as their manager, ready to download as a Word document.

Ready to start?

No password. We email you a secure sign-in link so your drafts are saved.

How it works

Nine questions, 30 minutes per expectation for more alignment and less tension

Each step builds on the one before it. Work top to bottom and you end up with a complete agreement.

  1. Outcome

    What needs to happen?

    Name the result you expect, not the activity.

    Complete the weekly production report.

  2. Standard

    What would excellent execution look like?

    Describe what good looks like in plain words.

    Accurate, complete, and needing no major corrections.

  3. Ownership

    What specifically is this person accountable for?

    List the parts they own from start to finish.

    Gather the data, check it, and submit the final report.

  4. Timing

    When should this happen, and how often?

    Give a real day and time when you can.

    Every Friday by 2:00 PM.

  5. Process and guardrails

    What requirements, processes, or boundaries must they follow?

    Name the tools, templates, or approvals that apply.

    Use the approved template and confirm figures with Operations.

  6. Communication

    When should they update you, and when should they escalate?

    Set the trigger, not just the frequency.

    Flag missing data by Thursday noon instead of waiting until Friday.

  7. Unspoken expectations

    What are you assuming they already know or will just do?

    Say the quiet parts out loud so nothing stays hidden.

    I assume they will double-check totals and let me know before missing a deadline.

  8. Manager commitment

    Your part

    What support, resources, or decisions will you provide?

    This is what they can expect from you.

    Give system access and help resolve data problems outside their control.

  9. Measurement

    How will you both know the expectation has been met?

    Pick signals you can actually check.

    On-time submission, accurate data, and few corrections needed.

Finish with what you commit to

Every agreement states what your employee can expect from you, not only what you expect from them. That is what makes this a leadership tool instead of a form.