Improving your 1-to-1 Game
Last week’s issue: Go Directly to the Source
Today at a Glance:
Benefits of regular 1-to-1s for organisations
Structuring your 1-to-1
Some best practices that work for me
A free template for your 1-to-1s
Talk more like TED
Helping people become smarter through your leadership
1-to-1s with your direct reports are extremely valuable.
When I moved from one tech company to another I was pleasantly surprised with the expectation that 1-to-1s are weekly and no longer monthly.
This took some adjusting to and at first, I really struggled with the cadence and agenda. What would we talk about every single week? What should I expect from them?
This was a really uncomfortable period.
After working through that discomfort and finding my feet, I began to identify that the regular cadence and an intentional agenda were extremely important.
I have interviewed a lot of people from outside organisations and it continues to amaze me that a lot of organisations have 1-to-1s on a bi-weekly, monthly, quarterly or even not at all.
How do you expect to gain a connection with someone if you’re not meeting 1-to-1 at least once a week?
Why run weekly 1-to-1s in your organisation?
Helps leaders to build big relationships with their team
It’s dedicated time to go through agenda items and key priorities
Reduces barriers to success and helps overcome challenges early
A platform to give and receive regular feedback
Alignment on behaviours and the company’s values
Coaching to improve development and performance
Conversations about career growth
Getting a pulse on job satisfaction
If leaders cannot commit time once a week to get in front of each person on their team then they’re not spending enough time on the right areas.
Do this instead:
1/ Weekly - 1-to-1s are about staying connected with each and every person on your team. If you’re not doing that on a regular basis then you’re not building big relationships, holding them accountable and staying close to their sentiment.
2/ Agenda - of course, you should bring feedback and critical conversations, however, this is their 1 to 1. It’s there to help them grow and develop, this is not your agenda. Check out the agenda document below with an awesome template to provide a good structure for your next 1-to-1.
3/ Multitasking - stop it! We’re all guilty of firing off Slacks or reading emails while in a 1-to-1. You’re going to miss stuff and it’s not demonstrating to your employee that you’re fully engaged.
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