Rethinking "Inspect What You Expect": A New Approach to Leadership and Engagement

The phrase "inspect what you expect" is often used in business and leadership to encourage managers to follow up on tasks and ensure expectations are met. Traditionally, this approach places the responsibility of oversight on managers, reinforcing a top-down approach to accountability. However, what if we looked at this concept through a different lens—one that aligns more with natural human behavior and individual expertise rather than structured oversight?

The Natural Tendency to Inspect What We Care About

Instead of seeing "inspect what you expect" as a managerial directive, consider it as a natural behavior—people instinctively inspect, assess, and critique the things they genuinely care about. Our past experiences, passions, and expertise shape what stands out to us. These expectations aren't imposed—they are ingrained in us because we value quality in certain areas based on our life experiences.

For example, my background is in Training & Development. After years of mastering my craft, I’ve developed an acute awareness of the factors that influence human engagement and productivity. Because of this, I can't help but notice when a learning experience is poorly designed, when an employee onboarding process is lacking, or when engagement strategies are ineffective. To me, these issues stand out like a sore thumb, and I naturally call them out—not because I’m looking for problems, but because my expectations are high, and my trained eye can’t help but "inspect" what I deeply care about.

The same applies to other areas of life. As a food enthusiast who has explored cuisines from around the world, I have developed a refined palate and an appreciation for quality dining. This means that when I visit a restaurant, I naturally assess the flavors, presentation, and service—not out of pickiness, but because I expect a high standard and my experience allows me to recognize when something is off.

Leveraging Employee Superpowers for Organizational Success

Now, imagine applying this principle within a business setting. If leaders only rely on managers to inspect and enforce standards, they risk creating an environment of micromanagement rather than empowerment. Instead, what if we tapped into the natural strengths, experiences, and passions of employees?

Every individual has unique expertise that shapes what they notice and care about. Consider an employee who spends their weekends working on home improvement projects. While leadership may never notice disheveled baseboards in the office, this employee will because they care about details and craftsmanship. To them, it’s second nature to recognize something that needs attention—just as a designer will notice poor visual branding, a writer will catch errors in communication, or an engineer will see inefficiencies in a workflow.

If organizations cultivate a culture where employees feel empowered to share their insights, they gain access to an invaluable collective intelligence that extends far beyond managerial oversight. Instead of relying on managers to police quality, companies can engage employees’ natural sense of ownership and expertise to create a higher standard across all aspects of the business.

The Mirror Principle: Leading by Example

According to the Mirror Principle, what we expect from others, we must first master in ourselves. If leaders want employees to care about business goals, client experiences, and operational standards, they must first demonstrate that same level of care for what matters to employees. When leaders take an interest in their teams' perspectives, passions, and expertise, employees naturally reciprocate by investing in the broader mission of the organization.

Instead of enforcing compliance, businesses should invite contribution. Encourage employees to become "inspectors" in their own areas of expertise—not as a mandate, but as a natural extension of their interests. When diverse perspectives are valued, heard, and acted upon, organizations move beyond basic oversight and into a space of continuous improvement, innovation, and shared ownership.

A Powerful Tagline for Employee Engagement

In fact, "inspect what you expect" is a great tagline for fostering employee engagement and embracing diversity and inclusion. It sends a message that we care about what our employees care about—and that their expertise is valued, not just tolerated.

This is the whole point of embracing diversity in the workplace. Different perspectives, shaped by different walks of life, help us refine and polish the aspects of our business that matter most to a diverse client base. The insights of an employee who has navigated a particular life experience can improve the experience for a customer with a similar background. When employees are encouraged to "inspect what they expect," they don’t just contribute—they help shape an organization that truly resonates with its audience.

Elevate the Experience—Together

Shifting the mindset from "inspect and enforce" to "inspect and contribute" fosters an environment where excellence becomes a shared responsibility, not a top-down directive. By encouraging employees to bring their passion, experience, and attention to detail into the workplace, organizations can elevate client experiences, improve operations, and build a culture of genuine engagement.

So, the next time you think about "inspect what you expect," don’t limit it to managerial oversight. Instead, ask yourself:

• What do my employees naturally notice and care about?

• How can I leverage their expertise to improve the organization?

• Am I valuing their perspectives as much as I expect them to value mine?

  
  

When businesses listen, empower, and embrace diverse insights, success follows—not through forced inspection, but through genuine investment in collective excellence.