One-on-One's can add a whole new level of speed and agility to your company. Let's first talk about why One-on-One's are a crucial part of the "operating system" of how a company runs and operate. Because, at the end of the day, a company lives or dies for: - Getting the best people to join the company - Keeping them engaged and productive - Make the great decisions about what these people should work on In this presentation, we explain the good, the bad and the ugly about One on One meetings.

1. One-on-One Meetings
The good, the bad and the ugly.
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2. One on One meetings are vital for employees to be
successful, contribute to your company success and
can add a whole new level of speed and agility to
your company. Because, at the end of the day, a
company lives or dies for:
Why they are important
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Getting the best people to join you.
Keeping them engaged and productive.
Make them succeed at what they do.

3. Prepare an agenda or request questions before
the meeting, so you both can use the time to
discuss and solve the issues.
The good about One on One’s
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#1 Get prepared in advance
THE GOOD

4. Managers cannot expect a change if they don't
clearly identify the issue. If there's a problem or
an issue, tell them clearly what the issue is and
prescribe corrective action.
The good about One on One’s
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#2 Be transparent and honest
THE GOOD

5. One-on-One’s are rarely effective if you don’t follow
up on the topics, goals and actions that you
discuss. Always follow up on any commitments
you make. Your team will be watching to see if you
honor your word.
The good about One on One’s
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#3 Follow up the conversation
THE GOOD

6. If you cancel them, you’re sending the message
that your employees are not the priority. This
can break the relationship and the morale.
The bad about One on One’s
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#1 Skip them
THE BAD

7. You need always be looking for ways to
improve your work, and the way you lead your
team. The first rule as a leader is to be humble
enough and ask for feedback to the rest of
your team.
The bad about One on One’s
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#2 Not asking for feedback
THE BAD

8. Once you’ve identified an issue, try the grow coaching
model to help your report find a solution, rather than
solving the problem yourself. This will help the
person learn how to solve problems autonomously.
The bad about One on One’s
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#3 Not coaching them
THE BAD

9. One-on-One meetings are a private space to create
better human relationships, provide feedback,
coaching and alignment between team members.
Use this time wisely, and don’t talk about project
updates or deadlines.
The ugly about One on One’s
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#1 Talk about status updates
THE UGLY

10. Have 15 minutes of discussion about the questions
and doubts you both collected before the meeting,
10 minutes to discuss the progress towards the
goals and long-term vision, and 5 minutes to wrap
up and agree on some actions for next steps.
The ugly about One on One’s
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#2 Don’t manage the time
THE UGLY

11. Set up goals and actions based on the
conversation you and your direct report had.
Those goals and actions should be for both,
and it’s important to make them happen.
The ugly about One on One’s
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#3 Not taking actions
THE UGLY

12. Better One-on-One meetings
with your team members
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