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Do your team members really know how you’re employed? I recently created a resource called Working with Our Leaders for Lemon light members of the team that defines how I prefer to work, collaborate and lead. Inspired Claire Hughes Johnsonformer Stripe COO, each member of our leadership team now has their very own version of this playbook.
How I wrote my profile (which you’ll be able to see Here!), I spotted how much we assume our colleagues understand our work style without ever sharing it directly. Here’s why I imagine every leader should create a playbook that sets the tone for effective teamwork—and what your playbook should include.
Why is it necessary?
Creating a “How to Work with Me” playbook is a useful exercise for any leader. It provides a clear framework for your team to understand how you’re employed best, supporting higher communication and collaboration. Here are some of the specific advantages.
Gain clarity on your individual preferences and tendencies
Writing a manual isn’t just a tool for your team—it’s a useful reflective exercise for you as a leader. You may think you know exactly how you use, what makes you tick, and what you expect from others, but until you sit down and make clear those thoughts, there could also be stuff you haven’t fully explored. This process forces you to think critically about your leadership style, helping you discover areas where you could be unclear or inconsistent.
For example, you could discover that you simply prefer direct communication but have never made that clear to your team, leading to misunderstandings. Or you could realize that you simply value quick decision-making but haven’t prioritized it on a each day basis. By taking the time to write down your preferences, you possibly can set the stage for higher collaboration and build your self-awareness.
The higher you understand your individual tendencies, the higher you possibly can manage your reactions, make informed decisions, and create a work environment that aligns with your values.
Set clear expectations for teamwork
Next, your team can’t meet your needs if you never communicate what those needs are. How to Work with Me fills that gap by providing a clear, concise guide that outlines your expectations, preferences, and work style.
For example, in my handbook, I explain that if we’ve discussed something in person and I owe you motion, sending me an email with a response ensures I don’t miss anything. This may look like a small detail, but without sharing it, team members may have to guess at best practices. These assumptions can lead to inefficiencies, misunderstandings, and frustration.
By clearly stating your preferences, you’re taking the guesswork out of your team’s hands. They’ll know exactly how to approach tasks, how to communicate with you, and how to adapt their work to your expectations. Everyone knows what’s expected of them, which reduces the risk of misunderstandings and makes it easier to get things done.
In addition, setting clear expectations helps build trust. When your team knows you’ve taken the time to communicate their needs, they’ll feel more confident in their interactions with you. This trust is the foundation of a high-performing team, where everyone feels valued and understood.
Open a dialogue so others can share
Ultimately, as leaders, we set the tone for how our teams operate and how people communicate. By creating and sharing your “How to Work with Me” playbook, you’re not only making your individual preferences clear—you’re also encouraging others to do the same. This can lead to a more open, transparent work environment, where everyone feels comfortable sharing their very own work styles.
Imagine if every team member had their very own “ways to work with me” guide. This would normalize discussions about individual needs, preferences, and work styles, fostering a culture of mutual respect and understanding. When people are open about how they work best, teams can work together more effectively and build on each other’s strengths.
For example, some team members may prefer detailed written instructions, while others may prefer verbal communication. Understanding these preferences can assist you assign tasks, organize meetings, and structure workflows. Encouraging your team to create their very own instructions also promotes self-awareness by requiring them to reflect on their very own work style and communicate it effectively.
What to include
When creating a “How to Work with Me” playbook, think about key elements of your work style that may impact your team. For example, my profile includes practical details like how and when I respond to emails, a few skilled areas I focus on, and even my habit of creating Excel spreadsheets look their best when I receive them (that’s me, not you!).
It is value including sections on communication style, typical working hours, expectations of subordinates, leadership style, how to organize your day, how to conduct meetings, and any other issues that might facilitate collaboration.
Don’t be afraid to add a personal touch. My handbook includes tidbits about my hobbies, my dog Oliver, my favorite creator (Augusten Burroughs), and even my scores on typical personality tests. Adding a “human” element to your leadership will help your team connect with you on a more personal level.
If you assume your teammates—especially your direct reports—already know this information about you, I encourage you to write it down. You could be surprised at what you learn about yourself and how much clarity it brings to your team!