The document discusses best practices for one-on-one meetings between managers and their direct reports, including scheduling weekly one-on-ones, focusing the discussions on performance, relationships, leadership and innovation, having the employee set the agenda, and using the meetings as opportunities for coaching. It also provides tips for making the most of one-on-one time, such as starting with casual conversation, role playing scenarios, and occasionally changing the meeting location.

3. You will spend more than 2 months this year in one-on-ones
(almost 20% of your time)
You will have 365 one-on-ones this year.
(with an average of 7 direct reports) 365
Of employees say meetings are the
biggest time waster in the office
2014 Salary.com survey
47%
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Month 1 Month 2

4. • Holds 1:1’s with every direct report every week
• "Sometimes I feel like the company's psychiatrist,"
• “I do feel like listening to people and hearing about their
problems (personal and professional) cleans out the
cobwebs and keeps the organization humming."
• Walking 1:1’s are his preferred method of meeting
• Eliminates distractions and allows us to be much more
productive with our time
• Reduces room scheduling issues
• Manager + Direct Report write down 5 things they want
to cover in advance
• If they are aligned, excellent, if not, reassess overlap
• Focus on 4 areas: Performance, Relationships,
Leadership and Innovation
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5. Their Ownership Rights
Employee Owns 1:1 Agenda (This is their meeting)
(5 bullet points or less)
Employee needs to provide the agenda in advance
(Minimum 2 hours in advance)
Your Ownership Rights
You have the right to add to the agenda
You have the right to veto the agenda if something important comes up
(but you are still responsible for finding time for their agenda)
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6. Their Energy and Focus rights
• YOU at Peak Energy
• 100% focus on them
• A captive audience, fascinated by their every word
Your Energy and Focus rights
• THEM at Peak Energy
• 100% focus on their
agenda and goals and
your questions
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7. Their Trust rights
• That you will follow up with each action item in <24 hours or agreed timeframe
• That the non-personal content discussed in this 1:1 will only be shared out with
permission
• Personal information will NEVER be shared
Your Trust rights
• They will follow up on each action item in <24 hours or agreed timeframe
• That what you share in the 1:1 is
knowledge and feedback that
can also be shared with their
peers on the team.
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8. Setting the right Tone
(covert research is necessary)
Know this before you start your meeting
 How was their weekends?
• Did you find out last week their plans?
 What did they do?
 Travel plans coming up?
 Any big wins last week?
 What’s the gossip/news around the office
I like to: Avoid jumping right into the numbers/project/results.
I prefer to: lead with a conversation…”You were in xyz location this weekend, Leidra
how was that? Did anyone else do anything
fun this weekend? Did anyone read that post…
I am connected with
many directs on:
and of course..
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9. Seek and Find Coaching Moments
How can you find true coaching moments in your 1:1?
 Ask.
• Are you looking for coaching on this?
• What else do you need coaching on?
 Feel.
• It feels like you weren’t sure what to do
in this situation. What would you do differently
if you could do it all over again.
 Prescribe with Permission
 Do you want me to tell you what to do here?
(be careful this doesn’t become their crutch)
 Listen. Listen. Listen. Listen. And listen.
Don’t forget: You are the manager largely because of your experience. BRING your
experience to the table EVERY SINGLE 1:1.
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Listen
Ask

10. Create Intrigue and Excitement. 1:1’s can be monotonous. Yours don’t have to.
Whiteboard it! (Numbers, pictures, creative agendas, special guests, objects)
I was recently helping a direct report with an application to a competitive internal training.
Rather than solely discuss, I got up and whiteboarded her narrative to visually help her think
through what she was trying to accomplish.
Get Away. Often. (Make it lunch, walking, a destination 1:1…get creative)
My most memorable 1:1 was when an RM in New York surprised
me by scheduling our 1:1 at the top of the empire state building.
In the summer, walking 1:1’s are a MUST.
Role Play Regularly (You be them, let them be the client. Switch it up)
The best place to fail isn’t in front of customers. Role play your way to coaching excellence.
Listen for situations you can replicate in a role play. Then take turns being the client and
the RM. Be uncomfortable in the “trust” of a 1:1, not while squirming live on a call.
Own your 1:1 energy.
You are the leader. Own making sure that you both go in and leave your 1:1 excited to tackle
the next challenge.
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11. Appendix + references
Structuring One On Ones To Maximize Your Team's Success (2014) Tomasz Tunguz (venture capitalist at Redpoint)
I’ll Take Walking 1:1’s over meetings any day (2015) Jeff Weiner, CEO of LinkedIn
I am Jeremy Stoppleman (2014) Jeremy Stoppleman, CEO of Yelp, Reddit