In 2013, Lieutenant General David Morrison, then Chief of the Australian Army, released a video message that became one of the most widely shared leadership statements of its time. His Army was under scrutiny after serious allegations of sexual harassment and unacceptable behaviour.

Morrison, a decisive and values-driven leader, didn’t sidestep the issue. He spoke directly to his officers and soldiers, making it clear about the standards he expected and the culture he wanted to see across the Army.

He used a line that has become somewhat famous “The standard you walk past is the standard you accept” sending a message to his leaders that silence is complicity, that turning a blind eye to poor behaviour, low performance, or disrespect makes you part of the problem, not the solution.

As a leader and/or someone that influences others, everything you do, and everything you let slide, sets the tone. Your team takes cues from your reactions, your consistency, and your willingness to address what matters. The tone of your team or the group you’re working with is usually shaped by what you allow, not just by what you say.

When you’re not clear on what good looks like, people start guessing. They hesitate to act, check in before making decisions, or create their own version of what’s okay.

Some will try to figure it out, others will just do what suits them best. Either way, inconsistency creeps in and standards start to slip.

Unclear expectations drain your energy too. You end up re-explaining, re-directing, and doing the heavy lifting yourself.

So how do you stop this all from happening?

Here are five ways to keep your standards visible and consistent:

1. Set clear expectations: Be explicit about what good looks like, in both performance and behaviour. Don’t assume people see the same picture you do.
2. Model what you expect: Every action you take (or don’t take) sends a message. If you want accountability, initiative, or respect – show it first.
3. Address issues early: The standard you ignore becomes the new standard. Step in when something feels off, even if it’s uncomfortable.
4. Reinforce what’s right: Recognise and call out the examples that reflect your standards. It teaches people what to repeat.
5. Keep standards visible. Don’t let them fade into background noise. Bring them into everyday conversations, team meetings, and one-on-ones.

When you set clear expectations and consistently uphold them, you create certainty, for yourself and for your team. People know where they stand, what’s expected, and what won’t be overlooked. It builds trust, confidence, and accountability. And as Morrison reminded us, it’s not the big moments that define your leadership, it’s the standards you walk past every day.

As always, I trust that this has been helpful in some, way shape or form.

Until next week, be well and lead well

Kylie

PS – If you’d like some help setting clear expectations, defining what good looks like, or upholding the standards you’ve already put in place, feel free to reach out, I’d love to help. Just email me kylie@kyliepaatsch.com.au(opens in new tab) or send me a message here on LinkedIn.