Putting clear leadership and expectations on the agenda

Learn how to facilitate a team discussion to address and improve leadership and expectations in the workplace. This resource includes a guide and slides to help you get started.

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Facilitate an effective team discussion about addressing and improving clear leadership and expectations in your workplace. The intended outcome is to create a practical and cost-effective action plan that works for your team.

Clear leadership and expectations

In a work environment with clear leadership and expectations, employees know what they need to do, have confidence in their leaders and understand impending changes.

In an organization with positive clear leadership and expectations, employees might say: 

  • I know what I am expected to do in my job. 
  • Difficult situations at work are addressed effectively. 
  • I am informed of important changes that may impact how my work is done. 
  • My supervisor supports me to do my job successfully. 
  • The reasons behind organizational changes are explained. 
  • I am told about the impact of organizational change on my job.

Creating awareness: A team discussion

Engage your entire team in reviewing the factors that impact psychological health and safety in your workplace. This is the approach recommended by the National Standard of Canada on Psychological Health and Safety in the Workplace. By doing this, you build awareness of the responsibility of each employee to contribute to a positive workplace culture. You also get their involvement in developing and being part of the solution.

Creating change: Facilitating policy development

This session builds on employee ideas developed in the Creating awareness workshop. The next step is to engage decision makers in reviewing employee suggestions against evidence- or practice-based approaches. The objective is to modify or create policies and procedures that improve clear leadership and expectations for your organization.

Evidence-based actions for clear leadership and expectations

Suggested actions are based on research or practice that can improve each psychosocial factor shown. In most cases, free resources are provided to help you move forward, with or without additional funding.

Each of the psychosocial factors identified in Guarding Minds at Work and the National Standard on Psychological Health and Safety in the Workplace have similar resources that can be found in the On the agenda workshop series.

Contributors include.articlesDan BilskerDavid K. MacDonaldDr. Heather StuartDr. Joti SamraMary Ann BayntonMerv GilbertPhilip PerczakSarah JennerSusan JakobsonWorkplace Strategies team 2022 to present

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