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Hey Full Potential Zoners!

We've all been there:

One-on-one meetings that feel unproductive and uninspired.

Leaving us questioning their purpose.

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These meetings typically become monologues.

Rather than dialogues.

Gallup found that having regular one-on-one meetings skyrocketed engagement by 300%.

Today we are going to learn how to CRUSH our One-on-One Meetings using the:

‘One-on-One Meetings Quick Guide'. 

Let’s dive in!

Additional Pro Tips for Managers

1. Schedule a "buffer time" of 10 minutes before each one-on-one to review past notes and clear your mind.

   1. This helps you fully engage with your team member.

2. Encourage a “no-interruption” policy during these meetings to signify the value you place on the individual's time and thoughts.

3. Develop active listening skills that involve not only hearing but also understanding and responding to your employees' needs and ideas.

4. Not every one-on-one needs to follow the same structure.

   1. Be open to walking meetings, coffee catch-ups, or virtual check-ins when in-person isn’t possible.

   2. This shows adaptability and keeps the meetings fresh.

5. Every quarter, supplement one-on-ones with feedback from other team members.

   1. This offers a holistic view of the employee's performance and integration within the team.

6. Help employees visualize their career path in the company.

   1. Discuss not just the next step, but also the broader trajectory, to keep them motivated and engaged with the company’s future.

7. Be prepared to tackle discomfort. If there's a known issue, don't skirt around it.

   1. Address it head-on with sensitivity and a focus on finding a solution.

8. Develop small but meaningful rituals to recognize progress and effort.

   1. Such as a "kudos" moment in the meeting to celebrate milestones, no matter how small.

Additional Pro Tips for Employees

1. Create a “success log” that tracks your achievements and challenges.

   1. Refer to this log when preparing for your one-on-one to ensure a comprehensive discussion.

2. Practice articulating your thoughts on career development.

   1. Consider role-playing scenarios with a mentor or peer before the meeting.

3. Seek feedback from peers ahead of your one-on-one to gather diverse perspectives on your performance and development areas.

4. When presenting challenges, also offer potential solutions.

   1. This shows you’re proactive and engaged in problem-solving, not just problem-identifying.

5. Share a skill or project you’re passionate about that may not be directly related to your work.

   1. This can open up discussions about personal development that also benefit your professional growth.

6. Discuss a recent industry trend or an article you read.

   1. It shows initiative and a desire to be engaged in the broader industry dialogue.

7. Practice giving feedback upwards.

   1. Managers can also grow from constructive feedback.

   2. Frame it positively and from the perspective of improving team dynamics and performance.

8. After the meeting, send a thank-you note summarizing the discussion and next steps.

   1. It’s a professional courtesy that helps both parties stay aligned on action items.

Growth Roadmap

In my team, I noticed there was a noticeable lack of enthusiasm.

Projects were being completed, but the spark for innovation was missing.

Upon one-on-one discussions, I discovered that the root cause was a sense of stagnation.

Team members felt unsure about their growth prospects, and thus, were only engaging with their tasks at a surface level.

I decided to implement a "Growth Roadmap" as part of my one-on-one meetings with them.

Here's how I approached the solution:

1. Individualized Growth Discussions:

   1. I started by having in-depth conversations with each team member about their career aspirations.

      1. It was essential to understand not just their current role but where they saw themselves in the future.

2. Creating a Visual Roadmap:

   1. For each team member, we co-created a visual representation of their potential career path within the company.

      1. This included short-term goals, like skill development, as well as long-term possibilities, such as leadership roles or cross-departmental collaborations.

3. Setting Milestones:

   1. We broke down these paths into tangible milestones with clear timelines.

      1. Each milestone was tied to specific actions, such as leading a project, mentoring a new hire, or completing a certification.

4. Regular Updates:

   1. Each one-on-one meeting included a review of their roadmap.

      1. We celebrated progress, discussed any roadblocks, and adjusted the plan as necessary.

5. Linking to Performance:

   1. I integrated the milestones from their growth roadmaps into their performance evaluations, making it clear that their growth and the company's success were interconnected.

The result was transformative.

Morale soared, engagement in daily tasks increased, and a renewed sense of purpose led to higher-quality work and innovation.

This approach proved that a clear vision of one's future within the organization could reignite passion and drive performance.

Here's how you can make it real over the next 4 days:

Day 1: Reflect and Plan

• Take 15 minutes to reflect on your past one-on-one meetings.

• What has been missing or could be improved?

• Choose one lesson you want to work on.

• Write down how this lesson could change the outcome of your meetings and create a basic action plan for integrating it into your next one-on-one.

  • ChatGPT Prompt to Help: "Help me analyze the strengths and weaknesses of my previous one-on-one meetings and suggest an action plan for incorporating [chosen lesson].”

Day 2: Research & Learn

• Dedicate 30 minutes to researching your chosen lesson.

• Look for articles, videos, or podcasts that offer additional insights.

• Note down at least one new idea that you can incorporate into your approach.

  • ChatGPT Prompt to Help: "Provide me with resources or ideas that will help me understand [chosen lesson] better and how I can apply it to my one-on-one meetings."

Day 3: Prepare & Role-play

• Spend 20 minutes preparing for your next one-on-one meeting with the chosen lesson in mind.

• Write down specific talking points or questions you want to include.

• If possible, role-play the meeting with a colleague or friend to practice integrating the new concepts.

  • ChatGPT Prompt to Help: "I'm preparing for a one-on-one meeting and want to focus on [chosen lesson]. Suggest a script or key points I should cover and also guide me through a role-play scenario."

Day 4: Implement & Evaluate

• Implement your chosen lesson in your next one-on-one meeting.

• After the meeting, take 10 minutes to evaluate how it went.

• What worked well?

• What could be improved?

• Make notes on these reflections to refine your approach for the next time.

  • ChatGPT Prompt to Help: "I have implemented [chosen lesson] in my one-on-one meeting today. Help me debrief. I'd like to review what went well and what could be improved for next time. This is how the one-on-one meeting went…"

Don't fear slow progress, fear only stagnation.

Embrace even the smallest steps forward, for they are part of your growth journey. (Chinese proverb)

Every one-on-one meeting is a chance to reset, re-energize, and re-align.

They serve as a mirror to our investment in our team and in the cultivation of our shared future.

The greatest strides in our careers and personal development often come from the conversations we have in the quiet corners of our workdays.

Until next week and with lots of love,

Justin

I have built and sold 4 successful companies and I have over 20 years of executive experience.

I have grown my LinkedIn audience to 178,000+ followers in 8 months.

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