It’s easy to let 1-on-1s become monotonous and basically turn into boring status updates.
While status updates are useful, handle them separately. The value of a 1-on-1 is in uncovering the goals, motivations, and job concerns of each team member. Keep your 1-on-1s engaging and producing results by following these six steps:
1. Remind your team that 1-on-1s are to raise concerns, get coaching on goals, and solve problems.
2. Prepare thoroughly: Review any previous commitments, development goals, and feedback you want to share.
3. Ask your team members to create the agenda for each meeting beforehand.
4. Ask open-ended coaching questions like: What’s going well? What’s not working? How might you (the leader) do things differently?
5. Offer genuine, timely, helpful feedback.
6. Ask for input on how you can clear the path of any obstacles.
Effective 1-on-1s reveal concerns you wouldn’t hear otherwise. When done well, they heighten engagement and bring purpose to the work everyone on the team is doing.
Don't let 1-on-1s slip into the ineffective and monotonous territory of simple status reports and progress checks. Get 100+ questions to improve your 1-on-1s and use them to engage your people, uncover issues, and unleash potential.
About the AuthorFollow on Twitter Follow on Linkedin More Content by Todd Davis