The level of support you give to your team needs to be in line with your expectations.
When I begin to work with the leadership group within an organisation, this one of the first aspects I choose to investigate and will frequently observe a disparity.
If you're a leader that has very high expectations, and provide very low support, your people are poised to fail. If they feel very much unsupported in the goals you have set, it’s unlikely that they are going to achieve them, either by experiencing a lack of motivation or that it is simply just too hard.
This situation can also result in unplanned leave, disengagement and a reduction in staff retention.
Alternatively, if you provide a very high level of support and very low expectations, your business is most likely a really warm and fuzzy place to work, however this behaviour can result in your staff feeling that you are satisfied with the bare minimum.
They may have no real desire to push themselves or worse still, feel that you don’t have any confidence in their ability.
When one aspect is out of balance with the other, you are bound to have an unproductive or dysfunctional team. It’s unlikely that you are going to be able to achieve the level of performance that you require from your people or from yourself.
A key the element of being a successful leader is assessing your ability to identify with these two areas equally.
‘Have I really considered the expectations of what I require my people to deliver? ‘
‘Does it match with the level of support that I am able to provide?‘
If you're an eight out of 10 with your expectations, you need to be out of an eight out of ten with the level of support. When a balance is reached, results will follow.