Defining Expectations with Your Supervisor

For a season I facilitated coaching networks for executive pastors—leaders who serve under the leadership of a senior pastor and are often responsible for the daily operations, the staff, and other large buckets of work. One of the most consistent lines of questioning I received from these leaders pertained to role clarity regarding decision-making and execution. What decisions should I be making without my leader’s involvement? What should I be bringing to his attention? What should I just be executing?

These are wise questions, and if you work for a senior leader, you should be asking them too. But there is not an answer that universally applies because each supervisor and each situation is different. What is consistent, however, is the need for clarity. Without clarity as to who is deciding what and who is implementing what, frustration and confusion will be rampant.

I encourage leaders and their supervisors to have open and continual discussion about the expectations around decision-making and execution. Below is a framework I have used to help leaders work with their supervisors to define who is responsible for what. I encourage them to discuss what types of decisions should go in each bucket. The below framework is designed for a leader to have a discussion with his/her supervisor. So the “You” is the supervisor and the “I” is the leader who reports to the supervisor. Keep reading

See also
3 Questions to Help You Manage Your Boss