The Power of One-on-One Connections

Many people associate an annual performance review meeting with a one-on- one meeting. However, a one-on-one meeting is not just a year-end event, instead, it is a regular check-in or feedback time between two people in an organization; and it can be an invaluable tool for transformation.

As a leader, how you best use the one-on-one meetings and prepare the meetings, will bring in a different synergy and dynamics for the purpose. There are 4 different types of one-on-one meetings in the organization that leaders can leverage.

1. One-on-One Meeting with Direct Reports

One-on-one meetings with direct reports should be the time for leaders to discuss with the employees on their career growth; show employees that the company values them and the company’s commitment to supporting employees’ development. Open communications with direct reports can bring in reflections for leaders on personal leadership and communication styles.

2. One-on-One Meeting with Supervisor

Same as conducting one-on-one meetings with direct reports, leaders should use the one-on-one meetings with supervisors to give feedback on what supervisors can do to help them grow. It is also an opportunity for the leaders to learn, to manage up, and gain influence. The one-on-one meetings would be a good time to bring in ideas and stimulate insights for both parties, for the company’s transformation.

3. Skip-Level Meeting

Skip-level meetings are connections between employees and higher-level managers or other leaders in the organization. For an employee, it is a chance to ask questions to higher level leaders, that can help the employee gain a better understanding of the bigger picture of the company’s direction, mission, and vision. For high-level leaders, it is a valuable opportunity to understand the challenges of general employees in their front-line daily work.

4. Peer-to-Peer Meeting

One-on-one meetings with peers can serve as a platform for leaders to stimulate and brainstorm new ideas, and improve cross-functional collaboration. Leaders need peers in the company who have a good understanding of the organizational culture and who might also face similar challenges as they have themselves.

5P’S FOR ONE-ON-ONE MEETINGS :

• PLAN: Plan Ahead.

Schedule the one-on-one meetings on a regular basis with planning. Leaders should plan open-ended questions to ask employees, to instigate quality conversations. Questions such as : What kind of support do you need to achieve your goals? What obstacles prevent or hinder you from achieving these goals? What do you want to learn about or experience? What is the biggest opportunity we’re missing out on?

• PURPOSE: Purpose is clearly defined.

Set up the purpose of the one-on-one meeting with an agenda. Share the topics of discussion and the purpose of the meetings ahead, so that both parties can prepare in advance. Remember, one-on-one meetings should not be about placing blame. They should be used as platforms for viewing problems from broader perspectives, and solving these problems strategically.

• PRESENT: Present with the Mind Engaged.

Both leaders and employees are responsible and involved in the meetings. Leaders should ask relevant questions to facilitate employees in driving the conversation, while leaders listen actively. Be present and devote full attention. Don’t talk only about performance, but express appreciation.

• POSITIVE: Positive Mind and Energy are Cultivated.

One-on-one conversations are meant to help both parties grow. Both employees and leaders must adopt honest and open mindsets to share ideas and ask for advice in career growth.

• POTENTIAL: Potential Unleashed.

One-on-one meetings help leaders understand the present situations of their employees, and assist the employees in seeing their future career growth. Asking the right questions can help to identify potential in employees and explore the potential improvement opportunities for individuals and the workplace.

A one-on-one meeting is a planned occasion when people come together, that involves two-way conversations – it is a time of giving and taking, and cultivating good relationships. To achieve business success, it is essential for leaders to take time to meet with direct reports, managers, senior leadership, and peers, so that they can gain a new level of visibility. Seeking professional coaching to enhance the planning, questioning, listening, and feedback given in one-on-one meetings will be beneficial for your leadership journey.

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