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The One on One Meeting Agenda

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One On Ones are part of your essential management practice. One on ones are unsexy routine but it's the routine of your management practice that produces results. One on ones done right will change your life and put you on the path to management Nirvana. But of course the question is what do you actually do in a One on One meeting? There are 4 sections to a good one on one meeting agenda. They are 1. The Employees Agenda, 2. The Manager's Agenda, 3. Deliverables for the week ahead and 4. Growth.

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The One on One Meeting Agenda

  1. 1. The One-on-One Meeting Agenda Agenda
  2. 2. So one-on-ones are a part of your essential management practice.
  3. 3. One-on-ones are unsexy routine but it’s the routine of your management practice that produces results.
  4. 4. One-on-ones will change your life and put you on the path to management Nirvana
  5. 5. But of course the question is – what do you actually do in a one-on-one meeting?
  6. 6. Let’s quickly go over the agenda – there are 4 sections Agenda
  7. 7. 1. The employee’s agenda Agenda
  8. 8. 1. The employee’s agenda 2. The manager’s agenda Agenda
  9. 9. 1. The employee’s agenda 2. The manager’s agenda 3. Deliverables for the week aheadAgenda
  10. 10. 1. The employee’s agenda 2. The manager’s agenda 3. Deliverables for the week ahead 4. Growth Agenda
  11. 11. So that’s the structure, let’s dive into what actually happens in those sections…
  12. 12. Starting with the Employee’s agenda Agenda
  13. 13. Remember as the boss, you can get ahold of your employee at any time, but your employee doesn’t have the same rights even if you operate an open door policy
  14. 14. The one-on-one meeting is your employee’s time with you, not the other way around.
  15. 15. And to make it work for your employee you always start with them.
  16. 16. They choose what to talk about. This includes work and personal.
  17. 17. Because having time for a personal catch-up right at the beginning is what builds your knowledge and connection with the employee
  18. 18. It’s an investment that pays back.
  19. 19. But obviously it’s not just about chat – this is their time to give you status updates, keep you informed and ask you questions
  20. 20. A mistake that managers make is that they butt in. This makes the employee feel unheard and destroys your relationship
  21. 21. Your role is to listen and ask questions
  22. 22. That’s one reason why Active Listening is one of the Foundational Manager Skills
  23. 23. Self Leadership, Productivity, Wellness Management Foundations Manage Diverse Personalities Using DISC Employee Selection - Specify, Find, Filter, Hire - Performance Integration & Expectations Performance Relationships - Boss: Employee - Team - Your Boss Relationship Performance Communication - Inspiring Performance Communication - Active Listening - Values & Culture Inspiring Growth - Development - Delegation - Mentoring - Progression
  24. 24. The second part is your opportunity to communicate with your employee Agenda
  25. 25. This is where you can keep them in the loop about what is happening in the company, the team and with future plans etc.
  26. 26. And this is where you can do Performance Communication because it’s your job to guide them in the right direction and encourage them
  27. 27. That’s why Performance Communication Is another Foundational Manager Skill
  28. 28. Self Leadership, Productivity, Wellness Management Foundations Manage Diverse Personalities Using DISC Employee Selection - Specify, Find, Filter, Hire - Performance Integration & Expectations Performance Relationships - Boss: Employee - Team - Your Boss Relationship Performance Communication - Inspiring Performance Communication - Active Listening - Values & Culture Inspiring Growth - Development - Delegation - Mentoring - Progression
  29. 29. It’s simple: if someone is on the right path, keep them there and if someone is losing their way, guide them back
  30. 30. Performance communication has only got a bad name with bosses that don’t know how to do it properly
  31. 31. P.S Don’t forget the essential Dr Gottman ration of 5 times as much positive communication to negative communication
  32. 32. A quick special note about your one-on-one agenda…
  33. 33. Every relationship needs maintenance and it’s good to have a space to talk about pinch points and ways of working
  34. 34. The third section is future deliverables Agenda
  35. 35. A meeting without an agenda is a waste of time
  36. 36. Because without actions none of your good ideas will be turned into anything meaningful
  37. 37. And as a boss this is how you know what your employees will be working on.
  38. 38. And this is your chance to agree to priorities
  39. 39. I can share with you that your employees have very different priorities to you
  40. 40. And so without communication they concentrate on work that is unimportant to you while neglecting work that you desperately want.
  41. 41. The blindingly obvious way to get what you want it to ask for it.
  42. 42. But far too few bosses have mastered this simple art.
  43. 43. The last part is growth Agenda
  44. 44. Growth is essential to staying viable but did you also know that growth is a fantastic double-edged motivational tool?
  45. 45. That’s because growth improves employee productivity with better skills and capabilities
  46. 46. But growth also motivates employees because people want to learn and progress
  47. 47. Growth includes the larger macro view of the employee’s career progression and on a lower level it also includes improving the skills your employees use every day
  48. 48. Because successful bosses are constantly coaching their employees to get better at their jobs and learn new skills
  49. 49. The last component of growth is delegation…
  50. 50. Because delegation isn’t just a chance for you the boss to leverage the time, skills and abilities of your employees to get stuff done and reduce your workload…
  51. 51. Delegation is also a chance for your employees to develop
  52. 52. And successful bosses know how to delegate effectively to get better results than they could’ve done themselves
  53. 53. That’s why Employee Development & Delegation Are both Foundational Manager Skill
  54. 54. Self Leadership, Productivity, Wellness Management Foundations Manage Diverse Personalities Using DISC Employee Selection - Specify, Find, Filter, Hire - Performance Integration & Expectations Performance Relationships - Boss: Employee - Team - Your Boss Relationship Performance Communication - Inspiring Performance Communication - Active Listening - Values & Culture Inspiring Growth - Development - Delegation - Mentoring - Progression
  55. 55. Taking a quick look at the form you can see that there are sections to keep track of your employee’s personal situation…
  56. 56. Like hobbies, family members, interests etc.
  57. 57. Because these are essential parts of knowing your employees as a person
  58. 58. And if you’re anything like me you can forget some of this stuff
  59. 59. And there’s a section for what their DISC behavior model says about how to best manage them and communicate with them D I C S
  60. 60. Don’t worry if this sounds technical – it’s just a fancy name for what most of us would call a personality test
  61. 61. DISC is a system for figuring out how to manage all the different personalities on your team
  62. 62. Timing 30 Minutes… Now this sounds like a lot but you CAN get it done in 30 minutes
  63. 63. And you won’t be covering everything in detail every week
  64. 64. Remember that 30 minutes every week is better than 60 minutes every two weeks
  65. 65. Meeting every week is essential to keep forward momentum plus keeping communications channels open and efficient
  66. 66. Miss a meeting and you’ll find that you will spend just as much time, if not more, in interruptions and inefficient communications
  67. 67. Successful bosses aren’t geniuses
  68. 68. All they do is that they have a routine practice where they take care of their responsibilities
  69. 69. ”Practice and all is coming” - Pattaji
  70. 70. And these responsibilities are the essential manager skills that are in the Manager Foundations
  71. 71. Self Leadership, Productivity, Wellness Management Foundations Manage Diverse Personalities Using DISC Employee Selection - Specify, Find, Filter, Hire - Performance Integration & Expectations Performance Relationships - Boss: Employee - Team - Your Boss Relationship Performance Communication - Inspiring Performance Communication - Active Listening - Values & Culture Inspiring Growth - Development - Delegation - Mentoring - Progression
  72. 72. The greatest thing about one-on-one meetings is that these are like little buckets that you can take care of all of your duties in one go.
  73. 73. So I’m sure you can see how a high quality one-on-one practice is going to…
  74. 74. • Save you time
  75. 75. • Save you time • Result in more productivity which means more money for you, the company and your team
  76. 76. But there is another important qualitative effect that’s difficult to put a price on and that is better work relationships and peace of mind
  77. 77. Like the MasterCard advert says - priceless
  78. 78. This module is part of a mini course on one-on-ones
  79. 79. Includes One on One Templates and Best Practices Would you like to have quick and easy One-on-One Meetings with your employees that get stuff done? Let the experts show you how: www.managerfoundation.com/3-steps-2-easy-1-on-1s
  80. 80. Apply to Join Now This Mini Course is Sponsored By:
  81. 81. The One-on-One Meeting Agenda Agenda

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