Template · Free download

Leadership operating guide

A short guide a leader shares with their team on how to work with them. The best ones are honest about strengths and gaps, so this template builds it from real feedback, not self-description.

How to use it

Most "how to work with me" guides describe how a leader sees themselves. This one starts from how their team sees them. Look for the boxes marked From my feedback: that's where insights from the leadership profile go.

1Start from your profile. Pick your top strength and one focus area.
2Draft each section. Rally drafts it for you. Edit it until it sounds like you.
3Share it in person. Walk the team through it, then ask what's missing.
4Update it. Refresh it after every feedback cycle.

Leadership operating guide · Sample

Working with Priya

Engineering Manager, Payments Platform · Based on feedback from 8 people, measured against your company's manager competencies · Updated [date]

Why I'm sharing this

You shouldn't have to spend months working out how I operate. This is my best attempt to save you the time. It's built partly from the feedback many of you gave me, so it covers what I'm good at and where I'm still working. If something here doesn't match your experience of me, tell me.

1. How I work

Prompt: your hours, focus time, and how you like to get information.

I'm online 8:30 to 5:30 Pacific and protect Wednesday mornings for deep work. I'd rather read a short written update than sit in a status meeting. For anything urgent, call or message me directly; I'll answer within the hour.

2. What to lean on me for

Prompt: your strengths, in the words your team used.

From my feedback · Strength

Sets clear direction4.6 / 5

Line marks the team average (4.1)

"I always know what we're trying to achieve and why it matters." Direct report

Come to me when priorities feel unclear or competing. Turning a messy situation into a clear plan is where I'm most useful, and I'd rather you ask early than guess.

3. What I'm working on

Prompt: your focus area from your feedback, and what you're doing about it. This is the section that builds the most trust.

From my feedback · Focus area

Communicates with context3.2 / 5

Line marks the team average (3.9)

"The call was right, but we only heard why a week later." Peer

You told me you trust my decisions but often hear the reasoning late. I'm working on this with my coach. From now on, every significant decision gets a short note in the team channel: what we decided, what I considered, and why. If I make a call and you don't know why, ask me. You won't be the only one wondering.

4. How I make decisions

Prompt: which calls you make, which are the team's, and how you'll share them.

If you're closest to the work, it's usually your call; loop me in when it affects other teams. I decide priorities and staffing. When I'm deciding something that affects you, I'll ask for input first unless there's genuinely no time, and if that happens I'll say so.

5. Feedback, both ways

Prompt: how you give feedback, and how you want to receive it.

I'll give you feedback early and in private, with a specific example. I want the same from you. The easiest way: tell me in our one-to-one, or use the question I'll end each one with, "anything I could do differently?" I mean it every time.

6. Our one-to-ones

Prompt: what the time is for, and who owns the agenda.

Weekly, 30 minutes, and your agenda, not mine. Bring what's on your mind; status updates can go in writing. Once a month, let's spend the time on your growth rather than current projects.

7. Things people misread about me

Prompt: habits that land differently than you intend. Your feedback often shows these.

From my feedback · Theme

Two people mentioned that short replies from me can read as frustration.

When I'm busy, my messages get short. It's almost never a sign I'm unhappy with you. If you're not sure, ask.

8. What I value

Prompt: two or three things you care about most, tied to your company values where you can.

[Value 1] Ownership: if you see a problem, it's yours to raise, even if it isn't yours to fix.
Saying it early: a risk flagged on Monday is a plan. On Friday, it's a fire.
Helping each other: asking for help is a strength on this team, not a weakness.

Sample guide. Scores and quotes are illustrative and shown in aggregate, attributed by relationship only.

Get yours drafted from real feedback.

Rally drafts an operating guide for every leader from their profile. They edit it, then share it with their team.

See how Rally works