Most leaders are clear about what they want their teams to do. They talk about accountability, ownership, hitting deadlines, and communicating better. These expectations appear in team meetings, onboarding materials, job descriptions, and performance reviews. But too often, what leaders say and what they enforce don't line up.
You get what you permit
Here is the truth. If you say deadlines matter—but let people slide without consequence—then deadlines don't really matter. If you say communication is a priority but ignore when people drop the ball or go silent, you've just made poor communication acceptable.
When expectations are discussed but not upheld, words lose their meaning. Over time, that inconsistency breeds frustration, missed targets, and eroded trust.
The truth about culture
Every team has a culture—whether created intentionally or just allowed to happen. And that culture is shaped far more by what gets tolerated than what gets said. The team member who's always late but never called out? The one who constantly misses follow-ups without accountability? Those aren't small slips—they're signals. Signals that tell your team what's actually allowed around here.
This erosion from the ideal happens slowly. One exception becomes a pattern. One pattern becomes the new standard. And before you know it, the team isn't performing at the level you expect—not because they don't care, but because no one's enforcing the expectation. You're left wondering why no one seems to take things seriously, while they're wondering if the expectations were ever real in the first place.
Consistency
Enforcing standards doesn't mean micromanaging or hovering over every move. It means being clear upfront and consistent in follow-through. Start by making sure expectations are truly understood—not assumed. Create space for questions and clarity. Then, when performance slips or the ball gets dropped, address it early, directly, and respectfully.
Consistency builds trust. When your team knows you mean what you say—and that you'll follow through the same way every time—they feel safer, more confident, and more motivated to meet the standard. That's not rigidity. That's leadership.
Don't start with motivation if you're frustrated with your team's performance. Start with accountability. Start with clarity. And ask yourself:
What am I allowing without realizing it?
Your team might not remember every message, memo, or meeting, but they will absolutely remember what you let slide.
