Hey Full Potential Zoners,
Feedback isn’t a surprise— it’s a weekly habit.
Here’s how both sides can make one-on-ones actually work.
Tomorrow, you and I will sit down — live — and actually build a lead magnet.
You’ll be at your computer. I’ll guide you every step.
By the end of the session, it’s done.
Lead Magnets That Convert
🗓️ Tuesday, November 11
🕘 10AM MST / 12PM EST — 90 minutes
If you’ve been stuck at “I need a great lead magnet,”
this is your way out of that loop — for good.
Today is the last day to register, don’t miss out.
Use my sheet to make every conversation count.
One-on-ones done right build more than performance— they build partnership.
Today we are going to help leaders master this by using:
‘One-on-One Meetings Quick Guide'.
Let’s dive in!
Download This PDF + my Top 60+ Cheat Sheets At Bottom of Email
3 Scenarios You’ll Actually Face at Work
1. The Employee Who Never Asks for Help
Scenario: An employee always says “everything’s fine” — but deadlines keep slipping.
Change how you ask:
Instead of “Is everything okay?”, say:
“What part of your workload feels the most frustrating or unclear right now?”
Make ‘asking’ the norm:
“I want you to know: asking for help isn’t a red flag. It’s actually a smart move. No one’s expected to figure everything out alone here.”
Share your own example:
“Just last week, I had to call [another leader] to help me clarify a roadmap. So — what’s one part of your work where you’d like more support or guidance?”
Most people don’t ask for help because they fear judgment. You’re showing it’s smart, not shameful — and that makes it okay.
2. The New Manager Who Feels Lost in 1:1s
Scenario: You’ve just started managing a team. You sit down for your first 1:1… and it’s awkward silence.
Set expectations with warmth:
“This time is yours. I don’t expect a report. I just want to understand how you work, what drives you, and how I can help.”
Ask permission to explore:
“Can I ask a few questions to get to know how you think and what matters most in your work?”
Powerful starter questions:
“What’s one part of your job you wish others understood better?”
“What part of your day gives you energy — and what drains it?”
“If I could take one thing off your plate, what would it be?”
People open up when they feel seen. You’re not just trying to ‘manage’ — you’re trying to understand.
3. The Employee Who Gets Defensive During Feedback
Scenario: Every time you give constructive feedback, your employee shuts down or pushes back.
Soften the space before the message:
“I want to share something with you — not to criticize, but because I believe in you and want to help you grow.”
Frame feedback as curiosity:
“Can we look at this together? I noticed [X] happened — and I’m wondering what you saw from your side.”
Give choice and ownership:
“Would it help to roleplay that situation again? Or do you prefer to talk through how you might handle it next time?”
Always close with value:
“You’ve got a lot of strengths. This is just one small part to fine-tune so your work keeps getting even stronger.”
Defensiveness drops when feedback feels collaborative, not corrective. You’re giving space, not pressure.
Here's how you can make it real today:
Step 1: Pick your focus
Think back to your last one-on-one (as a manager or employee).
What felt off — or what do you wish had gone better?
Now choose one area from the graphic that could’ve made a difference.
Pick just one. That’s your focus for today.
Step 2: Choose your moment
Look at your calendar. Pick one small moment today when you can act on this:
Before or after a meeting
In a hallway or Slack chat
During your prep time for your next 1:1
Set a calendar reminder or sticky note that says:
“Try my 1:1 move today.”
Step 3: Take one clear action
Do one small thing tied to your focus. Here are examples:
Listening: Ask a question — then stay quiet. Let them talk without jumping in.
Clarity: End a conversation with: “So here’s the next step, just to be clear…”
Support: Ask: “Is there anything you need that I’ve missed?”
Feedback: Share one piece of praise with a real example.
Help: Say, “I could use your help thinking this through.”
Goals: Ask, “What’s one thing you want to achieve this quarter?”
Accountability: Confirm who owns what — and when.
Honesty: Share one small thing you’re finding hard right now.
Progress: Ask: “What’s one win you’ve had recently that I might’ve missed?”
Step 4: Notice what shifted
After you do it, pause for 30 seconds. Ask:
Did the energy or tone change?
Did they open up more?
Did it move the relationship or the work forward, even a little?
Write a quick note if it helps.
Step 5: Lock it in with one line
Before the day ends, write:
“Here’s the move I tried: ______.”
“It worked because ______.”
or “Next time I prep for a 1:1, I’ll remember to ______.”
AI Prompt: “Act as a leadership coach. Create a structured plan to improve one-on-one meetings based on the following:
Role: [Manager or Employee]
Focus Skill: [Listening, Clarity, Support, Feedback, Asking for help, Goal setting, Accountability, Honesty, Progress check-ins]
Next 1:1 Meeting: [Insert date/time]
Key Intention: [Insert goal, e.g., “Get more honest feedback,” or “Build more trust,” or “Speak up about a challenge”]
Provide:
A simple 3-step outline for what to do in the next 1:1
One powerful question to ask during the meeting
One sentence to close the meeting clearly
Tips for making the conversation feel open and real (not formal or forced)
Keep it short, useful, and easy to follow in real life. Make sure it works whether the person is a manager or employee. Use clear, everyday language.”
Most people think a one-on-one is about performance.
But it’s actually about connection, safety, and trust.
When that’s in place, performance takes care of itself.
People stop guessing. They start speaking clearly.
And the work becomes a shared effort, not a silent struggle.
Until next time and with lots of love,
Justin
This Week’s Growth Recommendations
Book To Read:
“Mastering One-On-One Meetings” by Taylor Graham (see it here)
TED Talk to Watch:
“5 tips for dealing with meeting overload" by Cindy Solomon (see it here)
📦 This isn’t just another course — it’s the full system I use to build and launch digital products fast - there is NO easier way to do this.
📑 Today’s PDF
Download today’s PDF by Clicking Here
📑 Justin’s Top 60+ Cheat Sheets
Download All 60+ PDFs by Clicking Here
Were you forwarded this email? Subscribe and get my free eBook Click Here
Want to Sponsor this newsletter or a LinkedIn post? Click Here