The Leadership Superpower You're Not Using Enough

Have you ever felt blindsided by an employee’s resignation? Or surprised by a sudden drop in performance? It’s a common pain point for many leaders—one that can often be prevented with a simple yet powerful tool: one-on-one meetings.

Yet, many managers either don’t hold them consistently or treat them as status updates instead of transformational leadership moments. That’s a mistake.

In this newsletter, I want to highlight why one-on-one meetings are the highest-leverage conversations you can have with your direct reports—and how to make them count.

Why One-on-Ones Are Non-Negotiable

One-on-ones aren’t just meetings; they are the heartbeat of leadership. When done right, they build trust, improve performance, and prevent small issues from snowballing into major problems. Here’s what they achieve:

?? Retention & Engagement: Employees who feel heard and valued are far less likely to leave. ?? Alignment & Accountability: They ensure clarity on goals, expectations, and roadblocks. ?? Coaching & Growth: A dedicated space for mentorship, skill development, and career discussions. ?? Psychological Safety: Employees are more likely to share concerns, ideas, and feedback in a one-on-one setting rather than in team meetings.

Yet, despite these benefits, only 52% of employees say they meet with their manager at least once a month (according to Gallup). That means nearly half of employees operate without consistent leadership touchpoints.

So how do you conduct effective one-on-ones?

The Formula for an Effective One-on-One

To maximize impact, follow this simple yet effective framework:

? Make It Recurring & Sacred

• Cadence Matters: Weekly or bi-weekly meetings work best.
• No Cancellations: Treat it as a priority—your people should never feel like they come second to “more important” work.

? Use a Simple Agenda A structure ensures these meetings don’t turn into random chats. Try this: 1?? Wins & Challenges: What’s going well? What roadblocks exist? 2?? Feedback Loop: What do they need from you? What feedback do you have for them? 3?? Career & Development: Where do they want to grow? What support do they need? 4?? Personal Check-in: How are they feeling—inside and outside of work?

? Listen More, Talk Less This is their meeting, not yours. Aim to speak 30% of the time or less—ask questions and let them drive the conversation.

? End with Action & Follow-Up Wrap up by summarizing key takeaways and commitments. Then, follow through—your credibility as a leader depends on it.

The True ROI of One-on-One Meetings

A leader’s job isn’t to put out fires—it’s to prevent them in the first place. Regular, meaningful one-on-ones eliminate surprises, foster engagement, and develop high-performing teams.

If you’re not already conducting structured one-on-one meetings, now is the time to start. And if you are, ask yourself—are they truly effective, or just another item on the calendar?

?? Your leadership impact is measured in conversations. Make them count.

Let’s Discuss! How do you structure your one-on-one meetings? What’s worked for you? Drop your thoughts in the comments! ??

#Leadership #OneOnOneMeetings #TeamDevelopment #Management #EmployeeEngagement