"If you don't start putting those things in early, people will just invent those things. And then you'll have a house that got added on to 17 times." — Claire Hughes Johnson
What It Is
A document created by a leader that articulates their values, quirks, and expectations to accelerate mutual understanding with their team.
When To Use
- Onboarding new team members
- Taking over a new team
- After promotion to leadership
- As a team-building exercise
Personal Operating Manual Template
# [Your Name]'s Operating Manual
My Top 3 Values
- [Value 1] — Story/origin of why this matters to me
- [Value 2] — Story/origin
- [Value 3] — Story/origin
My Work Style
- Introvert ◀️────▶️ Extrovert: [X]
- Task ◀️────▶️ People-Oriented: [X]
- Morning person / Night owl: [X]
How I Communicate
- I prefer [async/sync] for [context]
- Default response time: [X hours/days]
- Best way to get my attention: [method]
My Operating Principles
- "[Principle 1]" — What this means in practice
- "[Principle 2]" — What this means in practice
- "[Principle 3]" — What this means in practice
What I Expect From You
- [Expectation 1]
- [Expectation 2]
What You Can Expect From Me
- [Commitment 1]
- [Commitment 2]
How to Give Me Feedback
- [Preferred method]
- [What to avoid]
## Core Principles
### 1. Define Top Values
Select 3 core values (e.g., Integrity, Curiosity) and identify the personal stories/trauma that formed them.
### 2. Map Work Style
Plot yourself on axes of Introvert vs. Extrovert and Task-Oriented vs. People-Oriented.
### 3. Articulate Principles
Write down your "rules of engagement" (e.g., "Build self-awareness to build mutual awareness").
### 4. Publish & Iterate
Share this document with the team and ask for their manuals in return.
## How To Apply
STEP 1: Self-Reflect └── What formed your values? └── What are your communication quirks? └── What triggers frustration for you?
STEP 2: Write First Draft └── Be specific, not generic └── Include the "why" behind each item
STEP 3: Share with Team └── Present in team meeting or onboarding └── Invite questions and clarifications
STEP 4: Request Reciprocity └── Ask team members to create theirs └── Use as conversation starters in 1:1s
STEP 5: Iterate └── Update based on feedback └── Revisit annually
## Common Mistakes
❌ Listing generic values (like "honesty") without explaining specific behaviors
❌ Creating the manual but never actually sharing it
❌ Treating it as static instead of a living document
## Real-World Example
Claire sharing her principle of "Say the thing you think you cannot say" so her team knows that her direct feedback is meant to be helpful, not brutal.
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*Source: Claire Hughes Johnson, Lenny's Podcast*