You're in charge of operational planning. How can you effectively communicate task expectations?

Goal setting and clear objectives are critical pieces for job satisfaction and productivity. A machine only runs as well as its individual pieces and how efficient they are at their individual roles. Clearly outlined objectives and goals breed efficacy and success as It minimizes distractions and wasted efforts while increasing productivity. Always remember to be clear in communication and reasonable expectations.

Besides having clear and detailed expectations, make sure you implement a follow up method that keeps you both, you and the team or team member, updated where communication allows changes when and if needed.

Before diving into task expectations, the first step that I have found effective for most cross-functional teams is to hold a kickoff call. During this call, explain the project's overview, its impact, and its purpose. Highlighting how and why each individual's role matters gives team members a sense of purpose and a bigger goal to chase beyond their day-to-day tasks. It's also crucial to share their specific tasks and explain the potential impact on other teams and the overall project if these tasks are not completed on time.

Setting clear goals ensures that everyone knows what they are working towards. Clearly defined objectives provide direction and purpose, align individual efforts with organisational aims and prevent misunderstandings and ambiguities. Team members are more motivated and focused when goals are communicated effectively, leading to higher productivity and job satisfaction.

Apart from clarity and attainability it is important that: 1) The nature of the goal doesn't change too frequently. Profit as a goal one month and customer satisfaction the next month doesn't work as it will just confuse people and it will have a negative impact on the motivation to achieve the goal (there'll be another one next month anyway...) 2) A goal needs to be defined such that it can be entirely *owned* by one person or one team. If a goal is dependent on someone else performing an action or, someone else achieving their goal, it is no longer an actionable goal.

Detailed plans outline the steps required to achieve the goals. Providing a comprehensive roadmap helps employees understand their tasks and the sequence of actions needed. It also aids in identifying potential obstacles and planning contingencies. A well-drafted plan increases efficiency and reduces errors, ensuring the team remains on track and meeting deadlines.

Ideally, the team should draw up the plan how to achieve the goals. Planning is not a top-down exercise! The team drawing up the plan will not only ensure that everyone understands the goal and the plan; it will also ensure that there is a sense of ownership for the goals.

Once clear goal have been communicated to team member this must always be followed by plan of action. 1. Who does what? 2. Channel of communication 3. Taking responsibility 4. Logistics and delivery 5. Daily appraisal through brief team meetings

Allocating resources effectively is crucial for task completion. Ensuring the team has the necessary tools, time, and personnel enables them to perform their tasks efficiently and effectively without unnecessary delays. Proper resource allocation reduces bottlenecks and ensures that all aspects of the project can progress smoothly.

This is where leadership really matters! The leader's job is to provide the resource so that the team can execute the plan and exceed the goals. 'Resource' is not just people, finance and material though. Resource also is *empowerment* of the team members! Even a large and well financed team will achieve little if they are not empowered.

Ideally the team should have a goal dashboard where they (and the rest of the company) can see whether the goal achievement plan is on track or not. This will have a motivational effect on everyone.

Continuous support as stated is critical, therefore it ‘must’ include regular checkins with the team. Leaders cannot passively sit and wait for team members to bring issues to you. You must reach out informally and formally to prevent wasted effort, wrong turns and team member frustration.

Supporting the team members should the culture of any team in any case and having a goal dashboard will prompt team members to ask for support because they will know when they are off track. Apart from that; the check-ins should not be check-ins on issues (as in: who is not on track achieving their goals) but check-ins on *who needs support*. The leader's question should not be "Why are you off track?" but "How can I help you?"

Continuous assessment of the project and ensuring that work is done efficiently and on time without cutting corners. Where possible always remind team members of their professional responsibilities.

Similar to providing support, proactive action cannot be optional. There must be routine tracking of progress, etc’s, milestones, and other kpi’s. Weekly is usually an adequate cadence, but in some emergency situations it may be dramatically shorter

Additional considerations enhance overall effectiveness. Beyond the basics, consider factors like team dynamics, external dependencies, and risk management. Flexibility and adaptability are also crucial in responding to unforeseen changes. Addressing these elements comprehensively ensures that the operational plan is robust, resilient, and capable of achieving its objectives under varying circumstances.

There are times when strategies change, business conditions change or some other external force impacts the initiative. If such an event occurs, openness and straight talk are required. Explain what has/is happening, how this affects the plan, and the steps necessary to adapt to the new plan.