Do your team members really know how you work? Recently, I created a resource “Working with our leaders” for Lemon light team members that describes how I prefer to work, collaborate and lead. Inspired by Claire Hughes Johnsonformer CEO of Stripe, every member of our leadership team now has their own version of this playbook.

As I wrote my profile (which you can see here!), I realized how much we assume our colleagues understand our work styles without ever sharing them explicitly. Here's why I believe every leader should create a manual for setting the tone for effective team collaboration—and what yours should include.

Related: Find out what your business style says about the way you work — and how to get out of your own way

Why does it matter?

Creating a How to Work With Me manual is a valuable exercise for any manager. It provides a clear framework for your team to understand how you work best, encouraging better communication and cooperation. Here are some of the specific benefits.

Gain clarity on your preferences and tendencies

Writing your handbook isn't just a tool for your team—it's a valuable reflection exercise for you as a leader. You may think you know exactly how you operate, what makes you tick, and what you expect from others, but until you sit down and explain these thoughts, there may be things you haven't fully explored. This process forces you to think critically about yourself leadership stylehelping you find areas where you may be unclear or inconsistent.

For example, you may find that you prefer direct communication, but have never clearly explained this to your team, leading to misunderstandings. Or you may realize that you value quick decision-making, but haven't prioritized it on a day-to-day basis. By taking the time to write down your preferences, you can set the stage for better collaboration and build your awareness.

The more you understand your tendencies, the better you can manage your reactions, make informed decisions, and create a work environment that aligns with your values.

Set clear expectations for team collaboration

Then, your team can't meet your needs if you've never communicated what those needs are. A How to Work With Me manual fills this gap by providing a clear and concise guide that describes your expectationspreferences and work style.

For example, in my handbook, I explain that if we've discussed something in person and I owe you action items, sending a follow-up email ensures I don't miss anything. This may seem like a small detail, but without sharing this, team members may have to guess at best practices. These assumptions can lead to inefficiency, miscommunication and frustration.

By clearly outlining your preferences, you remove the guesswork for your team. They will know exactly how to approach tasks, how to communicate with you, and how to align their work with your expectations. Everyone knows what is expected of them, which reduces the chances of misunderstandings and makes it easier to get things done.

Plus, setting clear expectations helps build trust. When your team knows you've taken the time to communicate your 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.

Related: The power of clear expectations between managers and employees

Open the dialog for others to share

Finally, as leaders, we set the tone for how our teams function and how people communicate with each other. By creating and sharing your How to Work With Me manual, you're not only clarifying your preferences, you're also encouraging others to do the same. This can lead to a more open and transparent work environment where everyone feels comfortable sharing their work styles.

Imagine if every team member had their own “ways to work with me” guide. It would normalize discussions about individual needs, preferences and work stylesfostering a culture of mutual respect and understanding. When people are open about how they work best, teams can collaborate 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 help assign tasks, organize meetings, and structure workflows. Encouraging your team to create their own manuals also promotes self-awareness, requiring them to reflect on their work styles and communicate them effectively.

What should it include?

When creating your How to Work With Me manual, think about key aspects of your work style that might influence your team. For example, my profile includes practical details like how and when I respond to emails, some professional areas I'm focusing on improving, and even my habit of editing the design of the Excel spreadsheets I receive (that's me, not you! ).

You might consider including sections about your communication style, typical work hours, expectations from direct reports, leadership style, how you structure your day, how you like to organize meetings, and anything else you might to facilitate smoother cooperation.

Don't be afraid to add a personal touch, too. My handbook includes information about my hobbies, my dog ​​Oliver, my favorite author (Augusten Burroughs), and even my scores on common personality tests. Adding a “human” element to your leadership can help your team connect with you on a more personal level.

If you assume that your teammates—and especially your direct reports—already know this information about you, I encourage you to write it down. You may be surprised at what you learn about yourself and how much clarity it brings to your team!

Related: Why self-reflection and awareness are vital skills for every entrepreneur