Many of us yearn for a thriving work environment, brimming with positivity and opportunities for personal growth. Speaking for myself — and perhaps you can relate — if you’re pondering ways to foster such a culture as a leader, then this article is tailor-made for you.

In my early days as a manager, my gaze fixated on immediate business outcomes, inadvertently stifling my team’s chances to learn and evolve. Ironically, nurturing my team’s development was a primary driver for my leap into leadership. Reflecting on my actions and inactions, prompted by a quarterly business review at MongoDB, I unearthed several revelations. I felt compelled to distill these insights into a structured format, hoping they might benefit others navigating similar paths.

While these points may seem simplistic, their impact is profound and often underestimated. As Jim Rohn famously quipped, “Eating an apple a day to stay healthy is easy—so why don’t we do it?” The truth is, neglecting to do so is just as effortless. Much of it boils down to communication and providing clarity in a world teeming with distractions. So, let’s cut to the chase and delve into the heart of the matter.​​

YOU need to have a clear goal

Defining what success looks like, when it should be achieved, and how to measure it is paramount. Without such clarity, it’s challenging for people to grasp the objectives. Merely stating broad intentions like increasing profitability, cutting expenses, or boosting activity falls short. Why? Because without clear targets, it’s impossible to hold individuals accountable. They lack a yardstick to gauge success or failure and receive constructive coaching for improvement.

As Peter Drucker famously emphasized, “You Can’t Manage What You Can’t Measure.” Therefore, I recommend a book titled “How to Measure Anything.” Generally, a good read, recommended on many reading lists.

As a leader, it falls on you to define goals clearly, coach individuals towards achieving them, and engage in crucial conversations if expectations are not met. However, always approach these discussions with a mindset of support and improvement rather than mere scoreboard scrutiny.

To ensure goal clarity and accountability, remember the SMART criteria:

• Specific: Goals should be explicit, leaving no room for ambiguity.
• Measurable: Define clear, objectively measurable Key Performance Indicators (KPIs).
• Accepted: Ensure alignment with the team’s objectives and values.
• Realistic: Assess whether goals are attainable given the available resources and constraints.
• Terminated: Establish deadlines for goal achievement.

By adhering to these principles, you can foster a culture of clarity, accountability, and continuous improvement within your organization.

Explain the why

Once you’ve defined your goal, it’s crucial to embark on a journey with your team. Help them understand why the goal matters, how it impacts the organization, customers, their careers, and personal lives. People resonate with stories, not just numbers. Take the time to articulate to everyone involved in this shared mission where you’re headed.

This storytelling approach not only enhances commitment to tasks and processes but also clarifies the purpose behind the goal. When individuals grasp the why, they take ownership of their work. They’re empowered to innovate in task execution and customer service, seeking better ways to achieve objectives. This not only boosts employee satisfaction but also elevates stakeholder and enterprise value.

Set clear expectations

Uncertainty breeds discomfort (I apologize for generalizing once again – perhaps it’s just my experience). Therefore, once goals are set and their rationale explained, it’s imperative to establish clear expectations.

Nothing undermines corporate culture more than failing to recognize and celebrate outstanding performance while allowing motivation-based underperformance to persist. Conversely, indiscriminate rewards breed toxicity, creating in-groups and out-groups where promotions and accolades are bestowed based on tenure rather than objective KPIs.

Avoid being part of such a company or exhibiting such leadership. While loyalty and reliability are foundational in the business world, they shouldn’t serve as the sole basis for performance rewards. Everyone should understand the available awards, the criteria for attaining them, and how promotions and performance evaluations are determined.

This transparent approach fosters a sense of clarity akin to gamification in video games: complete certain tasks, earn rewards. In the business realm, it might mean hitting quarterly targets for a promotion or improving specific KPIs for a performance bonus.

In my experience, people comprehend and respond positively when expectations and outcomes are communicated with full transparency. Ultimately, it boils down to trust — trust in you as a leader and in the organization. Earn and value that trust, and recognize and reward performance accordingly.

How is this connected to people’s development?

Once expectations are crystal clear, the “why” has been effectively communicated, and there’s transparency in how performance is rewarded and organizational changes are enacted in case of goal non-attainment, you’ve successfully empowered your team to take ownership. As a leader, your responsibility shifts to coaching your team to achieve the set goals for the associated rewards and to implement necessary changes based on predefined criteria if goals are missed.

Empower your team to chart their own course; they understand the destination and are committed to the defined objectives. Be their support system, guiding them to identify gaps, find solutions, and devise strategies to reach their targets. However, always respect their autonomy and allow them to execute tasks in their own way within company frameworks and processes.

In my experience, a crucial tool for aligning company targets with individual goals and development is a comprehensive 3-year development plan. This realization, gleaned over time and from successful leaders I’ve worked with, has been instrumental in fostering connectivity and growth. Recognizing the inadequacies of many corporate plans, I’ve developed a template to address critical components often overlooked. You can download this template as a PDF for your personal use, but remember, it’s not just about filling in boxes—it’s about actively working through it to align your personal and professional aspirations with the skills necessary for success.