The One-on-One: From Problem to Solution

The Problem:

One-on-ones can be the most dreaded conversations at work for both your employee and for you, the manager.

You might find yourself thinking you wish your employee would own the conversation. And most of the time, if you’re honest with yourself, you realize this isn’t really a good strategy and it’s not likely to ever work well that way.

As a people manager, it’s your job to get the best out of your team. But how?

The Solution:

In the first of a multi-part series on a tool you can use for exceptional one-on-ones, I will help you easily start a productive one-on-one conversation, and show you how this tool will set you apart as an effective manager who genuinely cares about your team, is invested in their growth and development, and is empowering your team members to be their best selves at work.

Using this tool, I continually hear comments from team members like:

“The questions you ask me every week helped me realize this was important to me.”

“I was able to do that because of the support you show me every week in our conversations.”

“Talking with you helped me see how I could better handle the situation.”

So let’s get started.

Check out Laying the Foundation.

Follow the entire One-on-One Series here.