Read this before your next 1-on-1

Hey Full Potential Zoners,

If your 1:1 meetings aren't working, change them.

Most one-on-ones are just status updates with better lighting.

If yours feel rushed, awkward, or surface-level— that’s not a meeting.

That’s a missed opportunity.

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Use my sheet and improve every conversation this week.

It’s not about saying more.

It’s about saying the right things on both sides of the table.

Today we are going to help leaders master this by using:

‘One-on-One Meetings'. 

Let’s dive in!

3 Real-Life One-on-One Scenarios To Use This Week

1) Clear a blocker fast

Scenario: Work is stuck for the third week.

• Manager:

  • “Let’s keep this simple—what’s the goal, what’s blocking it, and what are 3 options?” End with one clear next step.

• Employee:

  • Show up with 3 bullets: what’s stuck, what you tried, and one idea you’d like feedback on.

• Decide on the single move, assign the owner, and set a date.

• Write it down before you leave.

• Manager circles back mid-week with a quick check-in message to show support and keep momentum.

2) Turn a “where am I going?” chat into a 90-day plan

Scenario: A team member feels unclear about growth.

• Manager:

  • Walk through past → future → now.

  • “What’s been most energizing so far?” → “Where do you want to be in 1 year?” → “What’s one skill we can build in the next 90 days?”

• Employee:

• Bring a short skill gap list and one request—like shadowing, a project, or an intro.

• Lock in one outcome with 2–3 measurable steps.

• Revisit it every other 1:1.

• Add the growth plan to the shared doc so both can see updates and track progress.

3) Quiet team? Use 1:1s to raise safety and real talk

Scenario: Meetings are quiet and issues surface too late.

• Manager:

  • Ask in 1:1s: “When did you hold back a concern?”

  • Then commit to a new team norm—like everyone speaks once before anyone speaks twice.

• Employee:

  • Bring one concern you didn’t share last week and suggest a ritual, like a quick red-flag round.

• Track one safety signal, such as % of people speaking or a shared log of concerns.

• Share one example in the next team meeting where speaking up led to a win, so people see it pays off.

Most people wait until they feel ready.
They overthink the tool, the offer, the plan.
But the fastest way to get good — and get paid — is to start small, today.

The “Learn Then Earn” system shows you how to do just that:

1) You want to get better at recording short-form video

• Record a 30-second clip today, even if it’s rough.

• Focus on just 3 things this week: lighting, tone, and your last line.

• After 7 clips, ask someone: “Which one felt the best to watch?”

• Use their answer to lock in your style and keep going.

2) You’re trying to write stronger LinkedIn posts

• Write one idea today — even if it’s messy.

• Post 5 times this week using different hooks.

• At the end of the week, look at which got the most comments.

• Rewrite that one twice and post both next week. You’re learning in public.

Dive deep and grab the full PDF version here: [Click here]

Here's how you can make it real today:

Step 1: Pick your focus

• Think back to a recent one-on-one — or one that’s coming up soon.

• Did it feel rushed, unclear, one-sided, or unhelpful?

• Choose one of these focus areas for today:

  • Listening

  • Clarity

  • Real talk

  • Goals

  • Support

  • Progress

• That’s your focus for today.

Step 2: Set your cue

• Pick one moment in your day to try something new — maybe:

  • After a standup

  • Right before a 1:1

  • While writing your notes

• Write this on a sticky note or calendar:

  • “Be ready for a better 1:1.”

Step 3: Do one small thing

• Take one small action tied to your focus.

• Examples:

  • Listening: Mute your mic and take real notes.

  • Clarity: Ask “What does success look like for this?”

  • Real talk: Say, “What’s something you haven’t said yet?”

  • Goals: Ask, “What’s most important to you right now?”

  • Support: Say, “How can I make your week easier?”

  • Progress: Ask, “What feels stuck, and what’s moving?”

Step 4: Notice what changed

• After the moment, take 30 seconds to reflect:

  • Did the tone shift?

  • Did the other person open up more?

  • Did the chat feel more useful?

Step 5: End with one line

• Before your day ends, write:

  • “Today’s 1:1 move helped because ____.”
    or

  • “Next time i want better 1:1s, i’ll try ____.”

AI Prompt: “Act as a leadership coach. Help me prepare for a more effective one-on-one meeting by creating a simple conversation plan based on the focus area I chose below.

• Focus Area: [Choose one: Listening, Clarity, Real Talk, Goals, Support, Progress]

• Meeting Type: [e.g., Weekly check-in, Project sync, Career conversation]

• Person’s Name: [Insert name]

• What I Want to Improve: [e.g., “I tend to talk too much,” “Our check-ins feel surface-level,” “I want to be more direct without sounding harsh”]

Please give me:

• A short plan for how to lead this one-on-one using my focus area

• 2–3 questions or phrases I can say during the meeting

• One small action I should take before or after the meeting

• One thing I should look for to know if the meeting went better than usual

Use simple words and short sentences so I can put it into action today.”

Most people don’t quit the company — they quit their manager.

You don’t need a perfect agenda to make an impact.

You need to pause long enough to ask real questions.

You need to care more about what they’re saying than what you’re saying.

You need to listen like it’s your job — because it is.

You need to show up like they matter — because they do.

Until next time and with lots of love,

Justin

This Week’s Growth Recommendations

Book To Read:  

“The One Minute Manager” by Ken Blanchard & Spencer Johnson (see it here)

TED Talk to Watch:

“How to Save The World (or at least yourself) From Bad Meetings" by David Grady (see it here)

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