Issue 08: Today’s Brew: What Does a Good Job Look Like?
☕ Brewed for Leaders Who Care
Espresso & Empathy — Issue 08
By: Shannon Foster
Founder & Senior Consultant, Martin & Foster Consulting
April 23, 2025
One of the most common breakdowns in leadership isn’t about effort—it’s about clarity.
We give direction. We roll out training. We hand over assignments. But too often, we forget the most important part of setting someone up for success:
Defining what a good job actually looks like.
Without that clarity, even high-performing employees are left to guess. They fill in the blanks. They work hard—but not always in the right direction. And then we’re surprised when results fall short of expectations.
But here’s the truth: If our team doesn’t deliver what we hoped for, the first place we need to look is our own communication.
The Cost of Vague Expectations
Clarity is one of the most underrated leadership skills. When we don’t define success, we create:
Frustration from unmet expectations
Confusion about priorities and purpose
Hesitation in decision-making
Inconsistency across teams
A lack of ownership or pride in the work
Employees want to succeed. They want to deliver value. But they can’t hit a target they can’t see.
And when leaders default to “you should just know,” we create a culture of uncertainty—not empowerment.
So, What Does a Good Job Look Like?
At Martin and Foster Consulting, we guide leaders to define expectations with intention. A “good job” isn’t just about results—it’s about behavior, process, communication, and alignment with values.
A clear answer to “What does a good job look like?” should include:
The What – Specific goals, deliverables, deadlines
The How – Expected behaviors, collaboration style, decision-making boundaries
The Why – How the work ties to the bigger picture, the team, and the organization
The Impact – What success looks like for the customer, company, or community
When your team knows what good looks like, they rise to meet it—and often exceed it.
Clarity Is a Form of Respect
One of our foundational beliefs at Martin and Foster is that clarity is kindness. It’s a direct reflection of emotional intelligence, trust, and leadership maturity.
We don’t believe in leadership through ambiguity. We believe in:
Investing in your employees by giving them the tools to succeed
Developing your people by helping them understand expectations and outcomes
Valuing your team by being transparent about how their work connects to organizational goals
Doing the right thing by never setting someone up to fail
These principles are embedded in everything we teach—from Situational Leadership to Self Leadership to Building Trust. Because the best leaders don’t just delegate tasks—they define success.
Leadership Self-Check: Are You Creating Clarity or Confusion?
Ask yourself:
Have I clearly defined what success looks like on this task or initiative?
Does my team know how their work contributes to our larger goals?
Am I offering feedback that helps people course-correct early?
Have I created space for questions, clarification, and shared understanding?
If the answer is no—or even “I’m not sure”—it’s time to slow down, get specific, and reset expectations.
Final Thoughts
Your people aren’t mind readers. And most failures aren’t about laziness or incompetence—they’re about misalignment and missed communication.
When we define what a good job looks like, we empower people to do great work—not just more work.
So next time you assign a task, launch a project, or set a goal—pause and ask yourself:
Have I made it unmistakably clear what good looks like here?
Because when expectations are clear, confidence grows. And when confidence grows, performance follows.