{"id":3273,"date":"2016-03-15T18:00:22","date_gmt":"2016-03-15T22:00:22","guid":{"rendered":"http:\/\/www.managementcenter.org\/?post_type=article&#038;p=3273"},"modified":"2025-09-10T20:33:08","modified_gmt":"2025-09-10T20:33:08","slug":"how-to-make-the-implicit-explicit","status":"publish","type":"resources","link":"https:\/\/www.managementcenter.org\/resources\/how-to-make-the-implicit-explicit\/","title":{"rendered":"How to Get Aligned on Expectations"},"content":{"rendered":"\n<p>You\u2019ve probably noticed that we talk a lot about setting and aligning on expectations. Setting and aligning on expectations is the starting point for all things management\u2014whether you\u2019re hiring, setting goals, delegating projects, or evaluating performance. Expectations create the foundation\u2014when expectations aren\u2019t aligned, your foundation will be shaky, leading to compounding problems down the road.<\/p>\n\n\n\n<p>So how exactly do you go about it? There are three simple steps:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">1. Make the implicit explicit.<\/h3>\n\n\n\n<p>Take the invisible expectations and assumptions that you have in your head and articulate them. The things that may feel crystal clear to you might not even be on the other person\u2019s radar. It\u2019s better to surface those expectations on the front end when you\u2019re still <a href=\"https:\/\/www.managementcenter.org\/resources\/delegation-worksheet\/\" target=\"_blank\" rel=\"noopener\">defining success<\/a> than mid-stream when you\u2019re fixing mistakes or course-correcting, or on the back end, when you\u2019re evaluating the work.<\/p>\n\n\n\n<p>Here are a few things to be explicit about:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>The definition of success.<\/strong> Use our <a href=\"https:\/\/www.managementcenter.org\/resources\/delegation-worksheet\/\" target=\"_blank\" rel=\"noopener\">delegation worksheet<\/a> to talk through what success will look like for a project. Share examples if you have any. For projects that are new, complicated, or that you\u2019ll be less involved with, specifying what you <em>don\u2019t<\/em> want can provide helpful guardrails to define success as well.<\/li>\n\n\n\n<li><strong>Context.<\/strong> If there are potential challenges to avoid, available resources, people to reach out to, a history of success or failure, share them as a heads up.<\/li>\n\n\n\n<li><a href=\"https:\/\/www.managementcenter.org\/resources\/thats-how-weve-always-done-it-a-guide-to-using-ptr\/\" target=\"_blank\" rel=\"noopener\">Preferences, traditions, and requirements.<\/a> Thinking through your preference and traditions is especially important when communicating expectations that have more to do with approach, or the way that work happens (see: <a href=\"https:\/\/www.managementcenter.org\/resources\/how-to-set-expectations-about-how-staff-members-approach-their-work\/\" target=\"_blank\" rel=\"noopener\">Setting Expectations for How Staff Approach Their Work<\/a>). Remember that it\u2019s okay to have preferences, but you need to name them (and ideally, be open to different perspectives\u2014more on that later).<\/li>\n\n\n\n<li><strong>What you\u2019re not sure about.<\/strong> If there\u2019s anything you feel unclear about, share it. At best, it can be an invitation for the person to partner with you to get more clear. At the very least, it explains any vagueness or uncertainty you may be expressing.<\/li>\n<\/ul>\n\n\n\n<figure class=\"wp-block-image alignright size-full is-resized\"><img decoding=\"async\" width=\"700\" height=\"419\" src=\"https:\/\/www.managementcenter.org\/wp-content\/uploads\/2016\/03\/stating-expectations-clearly-make-implicit-explicit.png\" alt=\"A blurry circle labeled \u201cImplicit\u201d next to a solid, well-defined circle labeled \u201cExplicit.\u201d\" class=\"wp-image-15011\" style=\"width:462px;height:auto\" srcset=\"https:\/\/www.managementcenter.org\/wp-content\/uploads\/2016\/03\/stating-expectations-clearly-make-implicit-explicit.png 700w, https:\/\/www.managementcenter.org\/wp-content\/uploads\/2016\/03\/stating-expectations-clearly-make-implicit-explicit-300x180.png 300w\" sizes=\"(max-width: 700px) 100vw, 700px\" \/><\/figure>\n\n\n\n<p>Making the implicit explicit is also a matter of managing equitably. The more you and the other person diverge in terms of identity, life experience, culture, and perspective <em>or<\/em> the more they deviate from your organization\u2019s dominant culture, the less likely they are to intuit your expectations. Making the implicit explicit helps bridge the gap (leading to a stronger relationship between you and them) and increases the chances that they will meet or exceed expectations (leading to better results for your team). And let\u2019s be clear\u2014results and relationships aren\u2019t the only things at stake for your staff member personally. The more likely that their performance is evaluated positively, the more they will benefit from\u2014among other things\u2014higher compensation, development opportunities, and a sense of feeling valued. The opposite is also true\u2014when you don\u2019t make the implicit explicit, those most likely to suffer the consequences of a poor performance evaluation are the people on your team who are the most marginalized.<br><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">2. Seek and incorporate new perspectives.<\/h3>\n\n\n\n<p>Delegation should be a conversation, not a dictation. In addition to sharing what\u2019s in your head, you should also probe for their thoughts and perspective.<\/p>\n\n\n\n<p>Invite their input with these questions:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>What do you think about what I\u2019ve shared so far?<\/li>\n\n\n\n<li>Is there anything I\u2019ve shared that you disagree with or have a different take on?<\/li>\n\n\n\n<li>What am I missing?<\/li>\n\n\n\n<li>Is there anything that you think we should change about this plan?<\/li>\n\n\n\n<li>Based on your context and experience, what\u2019s at least one part of what I just shared that you\u2019d push back on?<\/li>\n<\/ul>\n\n\n\n<p>Note that these questions focus on surfacing disagreement and dissent. One thing that healthy, resilient relationships (especially managerial ones) have in common is that there\u2019s enough psychological safety for different\u2014sometimes conflicting\u2014ideas and opinions to be expressed. If you\u2019re the manager, it\u2019s on you to welcome and invite difference.<\/p>\n\n\n\n<p>Perspective-seeking is best paired with receptivity. It\u2019s not enough to ask for input if you never do anything with it. By seeking and incorporating others\u2019 viewpoints, you might be able to create new expectations that lead to better results. Even if you aren\u2019t able to incorporate the other person\u2019s ideas immediately, it might help influence your approach to working with them in the future. In any case, learning more about someone else\u2019s perspective ultimately helps you build a stronger relationship.<br><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">3. Get aligned.<\/h3>\n\n\n\n<p>Once you\u2019ve each shared what\u2019s in your head, it\u2019s time to get aligned on expectations. In a delegation, this looks like getting clear on what success looks like, why the project or assignment is important when it needs to be completed by, what resources are available, how you\u2019ll be checking in, and other information about how they should approach the assignment. Feel free to use our <a href=\"https:\/\/www.managementcenter.org\/resources\/delegation-worksheet\/\" target=\"_blank\" rel=\"noopener\">delegation worksheet<\/a> to capture the expectations you\u2019ve agreed to!<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Setting and aligning on expectations is the starting point for all things management\u2014whether you\u2019re hiring, setting goals, delegating projects, or evaluating performance. Here are three simple steps for getting aligned on expectations.<\/p>\n","protected":false},"author":14,"featured_media":10397,"template":"","meta":{"_acf_changed":false,"om_disable_all_campaigns":false,"footnotes":""},"tags":[],"resource_types":[48],"topic":[36],"collection":[],"class_list":["post-3273","resources","type-resources","status-publish","has-post-thumbnail","hentry","resource_types-article-publication","topic-delegation"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.0 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>How to Get Aligned on Expectations - The Management Center<\/title>\n<meta name=\"description\" content=\"Stating expectations clearly is an essential skill for managers, whether you\u2019re hiring, delegating projects, or giving feedback on performance. Here are three simple steps (and examples) for how to make expectations clear.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.managementcenter.org\/resources\/how-to-make-the-implicit-explicit\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How to Get Aligned on Expectations - The Management Center\" \/>\n<meta property=\"og:description\" content=\"Stating expectations clearly is an essential skill for managers, whether you\u2019re hiring, delegating projects, or giving feedback on performance. Here are three simple steps (and examples) for how to make expectations clear.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.managementcenter.org\/resources\/how-to-make-the-implicit-explicit\/\" \/>\n<meta property=\"og:site_name\" content=\"The Management Center\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.linkedin.com\/company\/the-management-center\/\" \/>\n<meta property=\"article:modified_time\" content=\"2025-09-10T20:33:08+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.managementcenter.org\/wp-content\/uploads\/not-indexed\/2022\/TMC-Resource-Types-05_article.svg\" \/>\n\t<meta property=\"og:image:width\" content=\"1\" \/>\n\t<meta property=\"og:image:height\" content=\"1\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:site\" content=\"@managementctr\" \/>\n<meta name=\"twitter:label1\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data1\" content=\"4 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/www.managementcenter.org\/resources\/how-to-make-the-implicit-explicit\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/www.managementcenter.org\/resources\/how-to-make-the-implicit-explicit\/\"},\"author\":{\"name\":\"The Management Center\",\"@id\":\"https:\/\/www.managementcenter.org\/#\/schema\/person\/b39997ba6729b4aa67d429c2e2351395\"},\"headline\":\"How to Get Aligned on Expectations\",\"datePublished\":\"2016-03-15T22:00:22+00:00\",\"dateModified\":\"2025-09-10T20:33:08+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/www.managementcenter.org\/resources\/how-to-make-the-implicit-explicit\/\"},\"wordCount\":844,\"publisher\":{\"@id\":\"https:\/\/www.managementcenter.org\/#organization\"},\"image\":{\"@id\":\"https:\/\/www.managementcenter.org\/resources\/how-to-make-the-implicit-explicit\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/www.managementcenter.org\/wp-content\/uploads\/not-indexed\/2022\/TMC-Resource-Types-05_article.svg\",\"inLanguage\":\"en-US\"},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/www.managementcenter.org\/resources\/how-to-make-the-implicit-explicit\/\",\"url\":\"https:\/\/www.managementcenter.org\/resources\/how-to-make-the-implicit-explicit\/\",\"name\":\"How to Get Aligned on Expectations - The Management Center\",\"isPartOf\":{\"@id\":\"https:\/\/www.managementcenter.org\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/www.managementcenter.org\/resources\/how-to-make-the-implicit-explicit\/#primaryimage\"},\"image\":{\"@id\":\"https:\/\/www.managementcenter.org\/resources\/how-to-make-the-implicit-explicit\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/www.managementcenter.org\/wp-content\/uploads\/not-indexed\/2022\/TMC-Resource-Types-05_article.svg\",\"datePublished\":\"2016-03-15T22:00:22+00:00\",\"dateModified\":\"2025-09-10T20:33:08+00:00\",\"description\":\"Stating expectations clearly is an essential skill for managers, whether you\u2019re hiring, delegating projects, or giving feedback on performance. Here are three simple steps (and examples) for how to make expectations clear.\",\"breadcrumb\":{\"@id\":\"https:\/\/www.managementcenter.org\/resources\/how-to-make-the-implicit-explicit\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/www.managementcenter.org\/resources\/how-to-make-the-implicit-explicit\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/www.managementcenter.org\/resources\/how-to-make-the-implicit-explicit\/#primaryimage\",\"url\":\"https:\/\/www.managementcenter.org\/wp-content\/uploads\/not-indexed\/2022\/TMC-Resource-Types-05_article.svg\",\"contentUrl\":\"https:\/\/www.managementcenter.org\/wp-content\/uploads\/not-indexed\/2022\/TMC-Resource-Types-05_article.svg\",\"caption\":\"Article icon of an open publication.\"},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\/\/www.managementcenter.org\/resources\/how-to-make-the-implicit-explicit\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\/\/www.managementcenter.org\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Resources\",\"item\":\"https:\/\/www.managementcenter.org\/resources\/\"},{\"@type\":\"ListItem\",\"position\":3,\"name\":\"How to Get Aligned on Expectations\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/www.managementcenter.org\/#website\",\"url\":\"https:\/\/www.managementcenter.org\/\",\"name\":\"The Management Center\",\"description\":\"\",\"publisher\":{\"@id\":\"https:\/\/www.managementcenter.org\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/www.managementcenter.org\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-US\"},{\"@type\":\"Organization\",\"@id\":\"https:\/\/www.managementcenter.org\/#organization\",\"name\":\"The Management Center\",\"url\":\"https:\/\/www.managementcenter.org\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/www.managementcenter.org\/#\/schema\/logo\/image\/\",\"url\":\"https:\/\/www.managementcenter.org\/wp-content\/uploads\/2022\/11\/TMC_logo_primary.svg\",\"contentUrl\":\"https:\/\/www.managementcenter.org\/wp-content\/uploads\/2022\/11\/TMC_logo_primary.svg\",\"width\":325,\"height\":40,\"caption\":\"The Management Center\"},\"image\":{\"@id\":\"https:\/\/www.managementcenter.org\/#\/schema\/logo\/image\/\"},\"sameAs\":[\"https:\/\/www.linkedin.com\/company\/the-management-center\/\",\"https:\/\/x.com\/managementctr\",\"https:\/\/www.instagram.com\/themanagementcenter\/\"]},{\"@type\":\"Person\",\"@id\":\"https:\/\/www.managementcenter.org\/#\/schema\/person\/b39997ba6729b4aa67d429c2e2351395\",\"name\":\"The Management Center\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/www.managementcenter.org\/#\/schema\/person\/image\/\",\"url\":\"https:\/\/secure.gravatar.com\/avatar\/606b7b79ce9cf02e9833bc50facfde30e91717cff8d97c1c41693354f10f4507?s=96&d=mm&r=g\",\"contentUrl\":\"https:\/\/secure.gravatar.com\/avatar\/606b7b79ce9cf02e9833bc50facfde30e91717cff8d97c1c41693354f10f4507?s=96&d=mm&r=g\",\"caption\":\"The Management Center\"},\"description\":\"The Management Center is a 501c3 organization that helps leaders working for social change build equitable, sustainable, and results-driven organizations via trainings coaching, and online resources and tools.\",\"sameAs\":[\"https:\/\/www.instagram.com\/themanagementcenter\/\",\"https:\/\/www.linkedin.com\/company\/the-management-center\/\"],\"url\":\"https:\/\/www.managementcenter.org\/author\/tmc_staff\/\"}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"How to Get Aligned on Expectations - The Management Center","description":"Stating expectations clearly is an essential skill for managers, whether you\u2019re hiring, delegating projects, or giving feedback on performance. Here are three simple steps (and examples) for how to make expectations clear.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/www.managementcenter.org\/resources\/how-to-make-the-implicit-explicit\/","og_locale":"en_US","og_type":"article","og_title":"How to Get Aligned on Expectations - The Management Center","og_description":"Stating expectations clearly is an essential skill for managers, whether you\u2019re hiring, delegating projects, or giving feedback on performance. Here are three simple steps (and examples) for how to make expectations clear.","og_url":"https:\/\/www.managementcenter.org\/resources\/how-to-make-the-implicit-explicit\/","og_site_name":"The Management Center","article_publisher":"https:\/\/www.linkedin.com\/company\/the-management-center\/","article_modified_time":"2025-09-10T20:33:08+00:00","og_image":[{"url":"https:\/\/www.managementcenter.org\/wp-content\/uploads\/not-indexed\/2022\/TMC-Resource-Types-05_article.svg","width":1,"height":1,"type":"image\/png"}],"twitter_card":"summary_large_image","twitter_site":"@managementctr","twitter_misc":{"Est. reading time":"4 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/www.managementcenter.org\/resources\/how-to-make-the-implicit-explicit\/#article","isPartOf":{"@id":"https:\/\/www.managementcenter.org\/resources\/how-to-make-the-implicit-explicit\/"},"author":{"name":"The Management Center","@id":"https:\/\/www.managementcenter.org\/#\/schema\/person\/b39997ba6729b4aa67d429c2e2351395"},"headline":"How to Get Aligned on Expectations","datePublished":"2016-03-15T22:00:22+00:00","dateModified":"2025-09-10T20:33:08+00:00","mainEntityOfPage":{"@id":"https:\/\/www.managementcenter.org\/resources\/how-to-make-the-implicit-explicit\/"},"wordCount":844,"publisher":{"@id":"https:\/\/www.managementcenter.org\/#organization"},"image":{"@id":"https:\/\/www.managementcenter.org\/resources\/how-to-make-the-implicit-explicit\/#primaryimage"},"thumbnailUrl":"https:\/\/www.managementcenter.org\/wp-content\/uploads\/not-indexed\/2022\/TMC-Resource-Types-05_article.svg","inLanguage":"en-US"},{"@type":"WebPage","@id":"https:\/\/www.managementcenter.org\/resources\/how-to-make-the-implicit-explicit\/","url":"https:\/\/www.managementcenter.org\/resources\/how-to-make-the-implicit-explicit\/","name":"How to Get Aligned on Expectations - The Management Center","isPartOf":{"@id":"https:\/\/www.managementcenter.org\/#website"},"primaryImageOfPage":{"@id":"https:\/\/www.managementcenter.org\/resources\/how-to-make-the-implicit-explicit\/#primaryimage"},"image":{"@id":"https:\/\/www.managementcenter.org\/resources\/how-to-make-the-implicit-explicit\/#primaryimage"},"thumbnailUrl":"https:\/\/www.managementcenter.org\/wp-content\/uploads\/not-indexed\/2022\/TMC-Resource-Types-05_article.svg","datePublished":"2016-03-15T22:00:22+00:00","dateModified":"2025-09-10T20:33:08+00:00","description":"Stating expectations clearly is an essential skill for managers, whether you\u2019re hiring, delegating projects, or giving feedback on performance. Here are three simple steps (and examples) for how to make expectations clear.","breadcrumb":{"@id":"https:\/\/www.managementcenter.org\/resources\/how-to-make-the-implicit-explicit\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/www.managementcenter.org\/resources\/how-to-make-the-implicit-explicit\/"]}]},{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.managementcenter.org\/resources\/how-to-make-the-implicit-explicit\/#primaryimage","url":"https:\/\/www.managementcenter.org\/wp-content\/uploads\/not-indexed\/2022\/TMC-Resource-Types-05_article.svg","contentUrl":"https:\/\/www.managementcenter.org\/wp-content\/uploads\/not-indexed\/2022\/TMC-Resource-Types-05_article.svg","caption":"Article icon of an open publication."},{"@type":"BreadcrumbList","@id":"https:\/\/www.managementcenter.org\/resources\/how-to-make-the-implicit-explicit\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/www.managementcenter.org\/"},{"@type":"ListItem","position":2,"name":"Resources","item":"https:\/\/www.managementcenter.org\/resources\/"},{"@type":"ListItem","position":3,"name":"How to Get Aligned on Expectations"}]},{"@type":"WebSite","@id":"https:\/\/www.managementcenter.org\/#website","url":"https:\/\/www.managementcenter.org\/","name":"The Management Center","description":"","publisher":{"@id":"https:\/\/www.managementcenter.org\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/www.managementcenter.org\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-US"},{"@type":"Organization","@id":"https:\/\/www.managementcenter.org\/#organization","name":"The Management Center","url":"https:\/\/www.managementcenter.org\/","logo":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.managementcenter.org\/#\/schema\/logo\/image\/","url":"https:\/\/www.managementcenter.org\/wp-content\/uploads\/2022\/11\/TMC_logo_primary.svg","contentUrl":"https:\/\/www.managementcenter.org\/wp-content\/uploads\/2022\/11\/TMC_logo_primary.svg","width":325,"height":40,"caption":"The Management Center"},"image":{"@id":"https:\/\/www.managementcenter.org\/#\/schema\/logo\/image\/"},"sameAs":["https:\/\/www.linkedin.com\/company\/the-management-center\/","https:\/\/x.com\/managementctr","https:\/\/www.instagram.com\/themanagementcenter\/"]},{"@type":"Person","@id":"https:\/\/www.managementcenter.org\/#\/schema\/person\/b39997ba6729b4aa67d429c2e2351395","name":"The Management Center","image":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.managementcenter.org\/#\/schema\/person\/image\/","url":"https:\/\/secure.gravatar.com\/avatar\/606b7b79ce9cf02e9833bc50facfde30e91717cff8d97c1c41693354f10f4507?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/606b7b79ce9cf02e9833bc50facfde30e91717cff8d97c1c41693354f10f4507?s=96&d=mm&r=g","caption":"The Management Center"},"description":"The Management Center is a 501c3 organization that helps leaders working for social change build equitable, sustainable, and results-driven organizations via trainings coaching, and online resources and tools.","sameAs":["https:\/\/www.instagram.com\/themanagementcenter\/","https:\/\/www.linkedin.com\/company\/the-management-center\/"],"url":"https:\/\/www.managementcenter.org\/author\/tmc_staff\/"}]}},"_links":{"self":[{"href":"https:\/\/www.managementcenter.org\/wp-json\/wp\/v2\/resources\/3273","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.managementcenter.org\/wp-json\/wp\/v2\/resources"}],"about":[{"href":"https:\/\/www.managementcenter.org\/wp-json\/wp\/v2\/types\/resources"}],"author":[{"embeddable":true,"href":"https:\/\/www.managementcenter.org\/wp-json\/wp\/v2\/users\/14"}],"version-history":[{"count":1,"href":"https:\/\/www.managementcenter.org\/wp-json\/wp\/v2\/resources\/3273\/revisions"}],"predecessor-version":[{"id":15012,"href":"https:\/\/www.managementcenter.org\/wp-json\/wp\/v2\/resources\/3273\/revisions\/15012"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.managementcenter.org\/wp-json\/wp\/v2\/media\/10397"}],"wp:attachment":[{"href":"https:\/\/www.managementcenter.org\/wp-json\/wp\/v2\/media?parent=3273"}],"wp:term":[{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.managementcenter.org\/wp-json\/wp\/v2\/tags?post=3273"},{"taxonomy":"resource_types","embeddable":true,"href":"https:\/\/www.managementcenter.org\/wp-json\/wp\/v2\/resource_types?post=3273"},{"taxonomy":"topic","embeddable":true,"href":"https:\/\/www.managementcenter.org\/wp-json\/wp\/v2\/topic?post=3273"},{"taxonomy":"collection","embeddable":true,"href":"https:\/\/www.managementcenter.org\/wp-json\/wp\/v2\/collection?post=3273"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}