Using One on Ones to Leverage Your Team and Transform Your Leadership

Something special happens when we give the people who are important in our lives our undivided attention. Wednesday afternoon, I had to make one last Christmas gift run. I took Alice, our 5 year little girl. As soon as we headed towards the stores, she had a glimmer in her eye and asked if we could go to a coffee shop after shopping to warm up with a vanilla steamer and snack. She was helpful in the stores, and we had a great time warming up in the coffee shop.
 
The difference between this encounter and many of the other Brown family adventures was the undivided attention and the focused conversation. Too many leaders confuse the purpose of the one on one with leaving you and said team member wondering if it’s truly a value add.
 
The confusion is usually because the manager is busy and does more talking than listening. It’s more like a task management session rather than a strategic, relationship building meeting. Then, there are leaders who never get to the task because they spend the whole time talking about the last fishing trip and little Susie’s trip to the dentist. All of these conversations are important, but not all of these conversations lead to an engaged team member feeling supported, valued and appreciated.
 
Here's a brief reminder for you to leverage in the new year.
 
Undivided Attention

You want every team member to feel heard, valued, appreciated, supported, believed in, and developed. We can almost guarantee that if team members are leaving for lateral moves, then one of these elements is missing.

Close your computer and put your phone out of sight--or at least turn Outlook off and only take notes. Nothing says, I value your time like looking at every message on your phone and email popping in. Make sure the team member knows your expectations before meeting, so they have a shot at meeting them!
 
Focused Conversation

Be ready to ask key questions to support your team member during your daily check-ins. Your job as a manger is to coach your team member to success, and it’s tough to coach if there’s no conversation. Your job is to set priorities, remove barriers and prep a team member for success. Four times a year, we recommend straying from the framework to focus on career and personal development goals.
 
Question 1: What are your top priorities at work right now?

Question 2:  How is the team or organization helping you accomplish your goals?

Question 3: What strengths are you leveraging or what overdone strengths might be getting in your way?

Question 4: Is there anything in the way of you accomplishing the goal? A process, resource, team member, vendor, etc…?

Question 5: Do you have feedback for me on how I can better support you?

Question 6: Is there anything else we need to talk about?
 
These questions provide a focused conversation that puts you in the coaches corner and provides the opportunity for your team member to let you know what they need from you in order to succeed.
 
We hope this helps you continue to engage and develop your team in the new year!
 
Happy Holidays and be sure to give the most important people in your life what they will remember the most. Your undivided attention and focused conversation.