As an Executive Director, setting performance expectations for a senior leader requires a focus on aligning goals with the organisation’s strategic priorities. It’s crucial to maintain a constructive tone, framing expectations as opportunities for growth. By using clear data and evidence, we ensure the conversation remains objective. I believe in fostering an open dialogue, inviting input, and maintaining respect for their expertise to encourage collaboration and avoid any potential conflicts.

Setting performance expectations for senior leaders requires finesse! I engage in open dialogue, aligning objectives with company goals and core values, and provide support to ensure success. This collaborative approach creates ownership and motivation, avoiding conflict and fostering growth.

I remind them how crucial they are to our success. The skills we hired them for. I tie those into organizational needs and point in the solve this problem direction. This is not a negative talk this is an empowering confidence boosting conversation. I also offer full support, mentoring, and coaching. I remind the partner what they bring to the table and how much we need them at their best. Then we go get it done....Together!

To set performance expectations on senior leader without sparking conflict, adopt a collaborative and transparent management approach. Begin with a conversation, not a directive, to ensure alignment and mutual understanding. Clearly outline expectations tied to the organization’s goals, framing them as opportunities for strategic contribution rather than mere metrics. Use evidence-based examples to illustrate priorities, focusing on outcomes rather than micromanaging processes. Encourage the leader to share their perspective and co-create achievable goals. Provide ongoing feedback and support, emphasizing a partnership built on trust and respec. The approach fosters accountability while minimizing friction and empowering the leader to excel

Setting performance expectations for a senior leader requires a balance of clarity, respect, and collaboration. Begin by framing the conversation positively, emphasizing shared goals and the leader’s critical role in achieving them. Use data and examples to provide objective context, ensuring the focus remains on outcomes rather than personal critique. Involve the leader by seeking their input on how to achieve targets, fostering ownership and mutual respect. Clearly define expectations, timelines, and metrics to avoid ambiguity. Address potential challenges as opportunities for growth and support. Reinforce trust by showing a commitment to their success and maintaining open, constructive communication.