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.
What is the right way to conduct effective meetings between managers and direct reports? Use the checklist below to get the most from one-on-one meetings.
Effective One-on-One Meetings with Employees - By Liza WisnerLiza Wisner
Tools to Use:
1. The DELTA Meeting
2. Level 10 City Champion
The DELTA Meeting is a great tool to use if you want to conduct effective one-on-one meetings with your employees. It shows your dedication to employee engagement, leadership development, teamwork, and attention to detail.
The Level 10 City Champion Chart is a concept derived from the book "The Miracle Morning" by Hal Elrod. He explains, "If we’re measuring our levels of success/satisfaction in any area of our lives, we all want to be living our best lives at a ‘Level 10’ in each area. Creating your ‘Level 10 Life’ begins with creating an honest assessment of where you are."
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.
What is the right way to conduct effective meetings between managers and direct reports? Use the checklist below to get the most from one-on-one meetings.
Effective One-on-One Meetings with Employees - By Liza WisnerLiza Wisner
Tools to Use:
1. The DELTA Meeting
2. Level 10 City Champion
The DELTA Meeting is a great tool to use if you want to conduct effective one-on-one meetings with your employees. It shows your dedication to employee engagement, leadership development, teamwork, and attention to detail.
The Level 10 City Champion Chart is a concept derived from the book "The Miracle Morning" by Hal Elrod. He explains, "If we’re measuring our levels of success/satisfaction in any area of our lives, we all want to be living our best lives at a ‘Level 10’ in each area. Creating your ‘Level 10 Life’ begins with creating an honest assessment of where you are."
In just 6 steps, Mike "Batman" Cohen will share how to locate, reach out to, attract, and build a meaningful rapport with Passive Candidates.
We all know the best candidates are usually the ones who are still employed and not necessarily looking - the elusive "Passive Candidate."
We've all heard of this phenomenon - but do they really exist?
Having recently given up on his search for Big Foot, we have Batman joining us to discuss not only his sightings of these "Passive Candidates," but also how to capture one with minimal collateral damage.
Like any potential myth, we must first understand how to identify a Passive Candidate so as to not confuse them with the other candidates who look the same.
But we assure you, they are are, in fact, very different.
This is what you'll take home with you.
Build a persona of who would make sense in this role (Career Trajectory Planning)
Targeted Messages - beyond the Job Description
Get Creative - maybe Tweet? FB? Video? Memes? GIFs?
Understand How to Communicate with Your Candidates (DeepSense, Humantelligence, DISC persona building)
Be Yourself
Learn to Automate!
Some work events and tasks become so routine that it's easy to forget their purpose, or to think about how to make them more effective. Prime example: routine staff meetings. Here's a fresh look at how to make this workplace fixture more worthwhile.
For some new managers, the idea of giving performance reviews and being responsible for others can be intimidating. For others, there are fears about how to manage people older than them. And then there are others who worry about being accepted by their new team. I too, had these fears. But over time, I have learned a lot from peers, from mentors, and from my own employees. I made some terrible mistakes, and I had some pretty good successes. These nuggets of insight are some of the best personal learnings I’ve had in my management career, and ones which I wish I knew when I started managing people.
The Manager's Resource Handbook is an online source of tools, templates and articles relating to business and management in the global environment. Our mission is the help managers and businesses succeed through the benefit of our experience. You can contact us at http://www.managersresourcehandbook.com.
Good Stuff Happens in 1:1 Meetings: Why you need them and how to do them wellSaba Software
According to the latest State of the American Manager report from Gallup, employees who have regular meetings with their managers are almost three times as likely to be engaged as those who don’t. These regular check-ins keep managers and employees in sync and aligned. Want to see better manager/employee relationships in your organisation? Then make an all-in commitment to 1:1 meetings. Not sure how? You’ve come to the right place.
In this webinar with Jamie Resker, Founder and Practice Leader for Employee Performance Solutions (EPS), and Teala Wilson, Talent Management Consultant at Saba Software, you’ll get the inside track on how to hold effective 1:1 meetings, including tips for getting managers on board.
• Go beyond discussing the status of everyday work to higher level topics, including recognition, performance, development, and career aspirations
• Learn how to decide meeting frequency, what to cover, as well as roles and responsibilities of the manager and employee
• Understand how managers can build trust and make it comfortable for employees to provide upward feedback
• Unite your organisation with a unified approach to 1:1 meetings
Join us for this 1-hour webinar to get practical tips for building better manager-employee relationships with intention and purpose.
About the Speakers
Jamie Resker - Founder and Practice Leader for Employee Performance Solutions (EPS)
Jamie Resker, Practice Leader and Founder of Employee Performance Solutions, is a recognized innovator in performance management. She is the originator of the-the Performance Continuum Feedback Method® and Conversations to Optimize Employee Performance training program; tools and training that reshape communications between managers and employees to drive and align performance. Jamie is on the faculty for the Northeast Human Resources Association, is a contributor to Halogen Software's Talent Space Blog, and is an editorial advisory board member for HR Examiner.
Teala Wilson - Senior Consultant, Strategic Services, Saba Software
Teala is a Talent Management Consultant at Halogen Software, now a part of Saba Software. She has worked with teams on a national and global level supporting human resources in areas such as performance management, recruitment, employee benefit programs, training and talent development, workforce planning and internal communications. Teala also has a personal passion for visual arts and design.
Want to learn more? Join us for an upcoming Product Tour!
http://bit.ly/2yitfqu
Sometimes, you observe that your colleagues are postponing to start a project and are busy with another unproductive activities. Here are some advice about how you can limit the procrastination activities.
Assembling Your Staff
The practice of medicine is by far one of the most important fields in which people can work. Taking care of peoples health is such an important profession that it should have only employees who take pride in their job and want to come to work each week
How to be a Great Leader | Jerry NovackJerry Novack
As a seasoned investor, real estate developer, financial expert, and businessman, Jerold Novack has the decades of success to prove his knowledge of leadership. Drawing from his own experience in the business industry as well as knowledge from others, he created this presentation to highlight the qualities of a great leader.
Here are twelve new tips that will help you look like a leader by holding more effective meetings.
How do your meetings compare to this list?
Article showing 10 effective ways to cut your business costs
In just 6 steps, Mike "Batman" Cohen will share how to locate, reach out to, attract, and build a meaningful rapport with Passive Candidates.
We all know the best candidates are usually the ones who are still employed and not necessarily looking - the elusive "Passive Candidate."
We've all heard of this phenomenon - but do they really exist?
Having recently given up on his search for Big Foot, we have Batman joining us to discuss not only his sightings of these "Passive Candidates," but also how to capture one with minimal collateral damage.
Like any potential myth, we must first understand how to identify a Passive Candidate so as to not confuse them with the other candidates who look the same.
But we assure you, they are are, in fact, very different.
This is what you'll take home with you.
Build a persona of who would make sense in this role (Career Trajectory Planning)
Targeted Messages - beyond the Job Description
Get Creative - maybe Tweet? FB? Video? Memes? GIFs?
Understand How to Communicate with Your Candidates (DeepSense, Humantelligence, DISC persona building)
Be Yourself
Learn to Automate!
Some work events and tasks become so routine that it's easy to forget their purpose, or to think about how to make them more effective. Prime example: routine staff meetings. Here's a fresh look at how to make this workplace fixture more worthwhile.
For some new managers, the idea of giving performance reviews and being responsible for others can be intimidating. For others, there are fears about how to manage people older than them. And then there are others who worry about being accepted by their new team. I too, had these fears. But over time, I have learned a lot from peers, from mentors, and from my own employees. I made some terrible mistakes, and I had some pretty good successes. These nuggets of insight are some of the best personal learnings I’ve had in my management career, and ones which I wish I knew when I started managing people.
The Manager's Resource Handbook is an online source of tools, templates and articles relating to business and management in the global environment. Our mission is the help managers and businesses succeed through the benefit of our experience. You can contact us at http://www.managersresourcehandbook.com.
Good Stuff Happens in 1:1 Meetings: Why you need them and how to do them wellSaba Software
According to the latest State of the American Manager report from Gallup, employees who have regular meetings with their managers are almost three times as likely to be engaged as those who don’t. These regular check-ins keep managers and employees in sync and aligned. Want to see better manager/employee relationships in your organisation? Then make an all-in commitment to 1:1 meetings. Not sure how? You’ve come to the right place.
In this webinar with Jamie Resker, Founder and Practice Leader for Employee Performance Solutions (EPS), and Teala Wilson, Talent Management Consultant at Saba Software, you’ll get the inside track on how to hold effective 1:1 meetings, including tips for getting managers on board.
• Go beyond discussing the status of everyday work to higher level topics, including recognition, performance, development, and career aspirations
• Learn how to decide meeting frequency, what to cover, as well as roles and responsibilities of the manager and employee
• Understand how managers can build trust and make it comfortable for employees to provide upward feedback
• Unite your organisation with a unified approach to 1:1 meetings
Join us for this 1-hour webinar to get practical tips for building better manager-employee relationships with intention and purpose.
About the Speakers
Jamie Resker - Founder and Practice Leader for Employee Performance Solutions (EPS)
Jamie Resker, Practice Leader and Founder of Employee Performance Solutions, is a recognized innovator in performance management. She is the originator of the-the Performance Continuum Feedback Method® and Conversations to Optimize Employee Performance training program; tools and training that reshape communications between managers and employees to drive and align performance. Jamie is on the faculty for the Northeast Human Resources Association, is a contributor to Halogen Software's Talent Space Blog, and is an editorial advisory board member for HR Examiner.
Teala Wilson - Senior Consultant, Strategic Services, Saba Software
Teala is a Talent Management Consultant at Halogen Software, now a part of Saba Software. She has worked with teams on a national and global level supporting human resources in areas such as performance management, recruitment, employee benefit programs, training and talent development, workforce planning and internal communications. Teala also has a personal passion for visual arts and design.
Want to learn more? Join us for an upcoming Product Tour!
http://bit.ly/2yitfqu
Sometimes, you observe that your colleagues are postponing to start a project and are busy with another unproductive activities. Here are some advice about how you can limit the procrastination activities.
Assembling Your Staff
The practice of medicine is by far one of the most important fields in which people can work. Taking care of peoples health is such an important profession that it should have only employees who take pride in their job and want to come to work each week
How to be a Great Leader | Jerry NovackJerry Novack
As a seasoned investor, real estate developer, financial expert, and businessman, Jerold Novack has the decades of success to prove his knowledge of leadership. Drawing from his own experience in the business industry as well as knowledge from others, he created this presentation to highlight the qualities of a great leader.
Here are twelve new tips that will help you look like a leader by holding more effective meetings.
How do your meetings compare to this list?
Article showing 10 effective ways to cut your business costs
6 strategies to make your employees feel heard!.pptxsweety618010
You can create and ensure your employees feel heard by following some guidelines. Listening carefully can reveal new perspectives and promote innovation among staff.
The Importance of Engaging Remote EmployeesFundoo Friday
Discover the key to unlocking the full potential of your remote workforce. This comprehensive guide explores the significance of employee engagement in remote settings, highlighting the benefits of fostering a connected and motivated team. Learn how to overcome common challenges and create a culture of collaboration, trust, and open communication. Dive into the strategies and best practices for successful remote employee engagement and unlock the secrets to driving productivity, job satisfaction, and business success.
Agile working is all about making decisions quickly, giving co-workers autonomy, and sharing knowledge. How can you maintain agility when you're not in a face-to-face setting, which is a crucial component of its success?
Agile teams are now more crucial than ever in the fast-paced environment we live in. Agile teams are able to easily respond to new needs and quickly adjust to changing circumstances. They become a significant asset in any business as a result.
CUSTOMER SERVICE: Working With Others in a Business EnvironmentThe Pathway Group
Teamwork is a fundamental part of any workplace or organisation succeeding.
The importance of working with others and effective teamwork can be demonstrated in many ways, and in many aspects of a business- as outlined in this presentation.
How _Ways of Working_ Meetings Title_ Boost Teamwork.pdfMariaGracia245491
That's where "Ways of Working" meetings come in. These regular touchpoint meetings provide a structured way for teams to build stronger working relationships.
ADPM Article - How to transform your staff meetings
1. 124 Australasian Dental Practice May/June 2015
S
taff meetings often conjure up
feelings of dread, both for the
employees and employer. Staff
can see them as a waste of
time, or worse, a battleground
against those who choose this forum as a
way of airing grievances. Employers can
get frustrated by the constant struggle to
have all team members turn up on time
and participate with enthusiasm.
Many dental practices misunderstand
the purpose of staff meetings. They use
the meetings as an opportunity to highlight
what team members have done wrong.
Everyone shows up just waiting to be
beatendown.Weallneedtobeaccountable
for our behaviours and actions, however
a staff meeting is not the stage to finger
point and blame. This kind of meeting
is totally uninspiring and is damaging to
team culture. And it will be these types
meetings that result in employers’ frustra-
tions, because the staff resist showing up
with excitement. That’s crazy! Who would
choose to show up to be under fire?
Staff meetings, though, can be the most
exciting part of a working month! Think
about what the effect on team culture
would be if your staff meetings strived for
the following outcomes:
• foster great team work;
• develop and action processes to achieve
goals;
• find solutions to problems;
• empower each individual staff member
and their ideas; and
• celebrate successes and acknowledge
achievements.
Who wouldn’t want to be a part of this?
It’s very motivating to be involved with
the achievement of goals and contrib-
uting to the success of a team. And as an
employer, it is your role as the leader to
provide an environment that generates this
level of motivation.
So how do you get there?
1. Trust
The establishment of trust is the most
important step. Trust in the leader
and the process of staff meetings will
allow team members to lower their guards
and really contribute to staff meetings.
Remove all of the reasons they should
have reservations, such as:
• listen to every staff member without
interruption;
• honour every idea they have by dis-
cussing as a group;
• do not criticise anyone’s efforts;
• do not embarrass; and
• do not allow bullying.
2. Lay down ground rules
Hold a staff meeting to discuss the
parameters of every future meeting.
Discuss as a group so everyone gets the
opportunity to contribute to the meeting
structure. Here is what I recommend to be
your “Ground Rules for Team Meetings”:
a. Arrive on time;
b. No chances for disruptions - put phones
on silent, answering machine on, and no
patient interruptions;
c. Agree to stay on topic;
d. Listen respectfully when others are
speaking, without interruption;
e. Practise open mindedness to diverse
input and opinions - all input is valid;
f. Negative criticism will not be tolerated;
g. Ask clarifying questions to ensure all
conversation is clearly understood;
h. Encourage all to participate;
i. Be solutions driven, not problem
focused. Agree as a group to focus
the discussion on what is constructive
towards solutions; and
j. Have fun and enjoy the time together.
3. Be time aware
Committing to time is part of the trust
building. Team members need to see
that you mean what you say, so ensure that
your 1pm meeting starts at 1pm exactly. If
it is to run for 1 hour, then do not go over
this timeframe, unless it is unanimously
agreed to do so. This reduces the stress
for your team members because they can
competently plan the rest of their day.
4. Use an agenda
Following an agenda is of paramount
importance. It gives staff mem-
bers prior opportunity to prepare for the
meeting, ensures relevant topics are dis-
cussed at the meeting and provides the
structure for the meeting to be efficient
and impactful.
Post the agenda in the staff room and
encourage people to add their points to dis-
cuss. Then send out a copy of the agenda a
day prior to the meeting to allow people to
focus their brilliant thoughts. Stick to this
agenda throughout the meeting: this will
further establish trust.
Recognise that meetings can easily go
over time if you don’t methodically move
through the agenda. Agenda items need
to be listed in terms of importance so that
if time runs out, it is the least important
items that get deferred. Firmly but respect-
fully keep everyone on track.
How to transform your staff meetings
into dynamic business building sessions
By Julie Parker
practice | MANAGEMENT
2. May/June 2015 Australasian Dental Practice 125
practice | MANAGEMENT
5. Limit the agenda
People are motivated by one or two
major points, but feel lost when there
is a long list of things to accomplish in a
time period. Holding meetings monthly
allows you to slowly but effectively move
through and accomplish success in all
areas of the business.
6. Prepare minutes
Nominate someone to write notes
throughout the meeting to then gen-
erate the “minutes”. It is sometimes easier
to record the meeting on a phone and
then write up the minutes later. Part of
the minutes process is to generate a “To
Do” list. This list is then handed/emailed
to all staff members and also posted in the
staff room. Everyone has a month to com-
plete their tasks. A copy of the “To Do”
list is to be the first agenda item for the
following meeting. It is important to track
the team’s progress through the tasks that
have been agreed upon. This engenders
both accountability, trust and a consistent
sense of achievement.
7. Celebrate!
Celebrate all achievements - big and
small! Start every meeting acknowl-
edging the great work people have done in
order to complete their responsibilities in
the To Do list. Encourage staff members to
highlight specific instances where they felt
supported by each other or noticed each
other going above and beyond expectation.
Great team meetings are such an impor-
tant factor in creating a culture that your
team members love and that your patients
actually feel every single time they walk
into your dental practice. It will serve
you well to devote the time, energy
and effort required to create your own
powerful staff meetings.
About the author
Julie Parker’s whole career has been devoted to the dental industry, starting in 1987 as a
dental nurse. In 2003, Julie became the first non-dentist to buy a dental practice in Aus-
tralia. She owned and managed her practice in Brighton, Victoria for 10 years. During
this time, she more than trebled the turnover and her staff base grew from 3 to 12 mem-
bers. Julie successfully cultivated a winning team and a winning business. Her business
programs on how to accomplish a dream dental business are gleaned from her wealth
of experience, intensive education and an inquisitive business mind. Julie is a Certified
Practitioner of Neuro-Linguistic Programming, Time Line Therapy and Hypnotherapy.
Julie Parker Dental Management offers a subscription based program that educates all
dental staff in the building and managing of their practices. Members receive monthly
audio CD’s and workbooks that lead them along the path to personal and team success. All
team members, including the dentists, receive Certificates of Completion each month for
submission for non-clinical CPD points and inclusion on resumes. Memberships are avail-
able for $395 per month. For more info, see www.julieparkerdentalmanagement.com.au.