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Team members should take a moment to reflect and make a note of WHAT their expectations are of their team leader (or leadership team if you have several leaders within your team). This can be a simple statement of what you believe the team leader can support you with – what you expect them to ‘give’ to the team; their inputs.\u003C\u002Fp>\u003Cp>Similarly, team leaders should use this space to write a statement about WHAT they believe their team members ‘give’ - what they provide, their contribution to the team’s goals.\u003C\u002Fp>\u003Cp>Next focus on HOW. Team members should consider HOW they expect the team leader or leaders to go about doing this. This is less about the day-to-day job tasks that you expect your team leader to complete - instead the focus here is more about HOW leaders should behave and interact with staff; the way they go about doing their tasks and role; the sort of behaviours and attitudes you’d expect from them and the qualities you value in a leader. There is space to identify at least four things for ‘HOW’, but please feel free to add more if you wish.\u003C\u002Fp>\u003Cp>At the same time, the leader should identify HOW they expect team members to conduct themselves – the behaviours, attitudes, ways of working that they believe should be a minimum expectation of staff.\u003C\u002Fp>\"}},{\"id\":\"6d1eee60-7498-45fc-8b56-d3321dab7164\",\"type\":\"video-chapter\",\"visibility\":\"gated\",\"props\":{\"title\":\"Time to Share\",\"timestamp\":\"204\",\"body\":\"\u003Cp>Once leaders and team members have had the opportunity to complete these steps, they should come together to share these - you could use a piece of flip chart paper to start combining team members responses, and to potentially identify similarities or differences and to elaborate on the rationale behind what’s been identified. The team leader (or leaders) should also have the opportunity to discuss their responses. The idea here is that you have the opportunity to ‘surface’ the expectations you hold of each other that may not have been formally discussed before, and delve into each other’s thoughts and feelings which ultimately drive behaviour. If greater alignment can be achieved on what the leaders and staff expect of each other, then this can drive performance and well-being of teams.\u003C\u002Fp>\u003Cp>To take this a step further, the team could even start to ‘vote’ on the things that they are in strong agreement about – the non-negotiables for the team in terms of the way they should interact, behave and work alongside each other. 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