Setting Healthy Boundaries for Managers

  Emotional Intelligence Online Coaching 

Defining healthy boundaries can guide managers on setting clear expectations in their professional relationships.  

Creating clear guidelines on how you want to be treated, how you will treat others, and what is acceptable behaviour within the relationship. Healthy boundaries help leaders establish a culture of mutual respect, clear communication, and ethical behaviour.

 

 

Here’s how each aspect can be explained to business leaders, with examples to illustrate the concept:

1. Guidelines on How You Want to Be Treated

Setting guidelines for how you want to be treated means communicating your expectations for respect, trust, and support from colleagues, team members, and partners. This also includes setting limits on your availability, personal time, and what constitutes appropriate professional interactions.

Examples

• Availability: “I’m available for discussions from 9 a.m. to 5 p.m. If you need to reach me outside those hours, please send an email rather than calling directly, and I’ll respond during working hours.”
• Respectful Communication: “In meetings, I expect that we give each other full attention. That means minimizing distractions, actively listening, and avoiding interruptions.”
• Personal Space and Boundaries: “If you have an urgent need, please use the messaging app rather than coming directly to my desk. It helps me keep focused.”

Managers should be encouraged to reflect on areas where they feel their boundaries are commonly crossed and how they might articulate these expectations clearly and assertively.

 

2. Guidelines on How You Will Treat Others

Setting boundaries around how you will treat others establishes a standard for ethical leadership and respectful treatment of all team members. This involves being transparent, trustworthy, and fair while avoiding favouritism or micromanagement. Leaders should model the behaviour they wish to see. 

Examples

• Transparent Feedback: “I commit to giving honest, constructive feedback, and I encourage the same from my team. Feedback sessions are a safe space where we aim to improve without judgment.”
• Fair Treatment: “Everyone’s time is valuable. I will respect others’ schedules and avoid last-minute requests unless it’s absolutely necessary.”
• Encouraging Growth Without Overreach: “While I’m here to guide and support, I also expect my team to take ownership of their tasks. I will avoid micromanaging and instead offer resources when needed.”

Managers should learn about the importance of consistent actions. Leaders should ask themselves if their behaviour aligns with their stated values and whether they’re reinforcing a culture of respect and accountability.

 

3. Acceptable Behaviour Within the Relationship

This involves defining what behaviours are acceptable in professional relationships to maintain a positive, productive environment. Leaders should clarify what types of interactions foster trust and which ones are counterproductive, including handling conflicts constructively and discouraging gossip, favouritism, or unprofessional conduct.

Examples

• Conflict Management: “If disagreements arise, I expect us to address them directly, respectfully, and privately. We should avoid public criticism or escalation through indirect channels like emails.”
• Maintaining Professional Boundaries: “As a manager, I’m here to support you, but it’s also important for everyone to respect professional boundaries. Let’s keep personal issues out of team discussions to maintain focus on our work goals.”
• Accountability: “In our team, accountability is key. If commitments aren’t met, we discuss it openly, find solutions, and support each other in achieving our goals.”

 

Overall Approach - Introducing and Reinforcing Boundaries

In practice, setting these boundaries involves clear communication and consistent reinforcement. Here’s how to present these points:

• Define Boundaries Early: Set clear expectations at the outset. This might mean communicating boundaries in an initial team meeting or through shared documents.
• Use Assertive, Respectful Language: Remind leaders that setting boundaries doesn’t require aggression. Statements like, “To ensure I can focus on projects, I need to limit my availability to the team after hours,” can convey needs respectfully.
• Follow Through: Consistency is key. Leaders should model the boundaries they set and be prepared to remind team members as needed.
• Encourage a Boundary-Friendly Culture: Leaders can ask their team members to share their own boundaries. Creating an environment where everyone respects boundaries helps reduce stress and enhances productivity.
  

 

Case Study

Here is a case study where a leader sets boundaries for workload and availability.

Case Study: A manager named Alex notices they’re often asked for last-minute approvals late at night, causing them stress and impacting their work-life balance. Alex decides to set a boundary, communicating to the team that all non-urgent approval requests should be sent by 5 p.m. for review the next day. They also suggest using project management tools to streamline requests. At first, some team members forget, but Alex consistently reminds them, and soon the team adapts to the new process.

Discussion Points:

• What did Alex do effectively in setting and reinforcing boundaries?
• How did this benefit Alex’s well-being and the team’s efficiency?
• How might Alex handle pushback if a team member doesn’t adhere to this boundary?

This practical example shows leaders the power of clear boundaries in improving both personal well-being and team productivity.

 

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