👇 tl;dr

Today I resume sending Morfternight after a three weeks hiatus. I normally link to content I have published on the blog, but as I wrote something I believe is really important for all managers and anyone who has a manager (that’s a lot of people), I am going to do something different and include the full article here.

👋 Good Morfternight!

I have been silent over the past three weeks, mostly due to traveling the first two, then catching up the third.

I went to Lima, Peru, then to Budva, Montenegro. In both occasions I met great colleagues, had tons of inspiring conversations, discovered new countries and ate great food.

Once back I had much to catch up on, so here we are, three weeks later.

📷 Photo of the week

Lima, Peru — More Photos

Although I carried my camera along in both trips, I had very few opportunities to use it, so all I have to show is this one photo I made in Lima.

On the bright side, I am quite happy with this one. 🙂

🗺️ A few places to visit

• Projecting yourself far in the future to make better decisions now is a truly powerful technique I experimented first hand a couple of years ago. “Mental time travel is a great decision-making tool — this is how to use it,” is an inspiring read on the subject, introducing the author’s book Imaginable.

• Approaching mental time travel from a different angle, with the idea to spare your future self the inconvenience of doing what you don’t want to do now, I found The Time Traveling Mistake We Make When We Procrastinate very inspiring.

• As I am sharing just after this my recommendations to lead your team to success with one-on-one meetings, here’s a primer about Communication differences on diverse teams.

🩶 A Leader’s Secret Weapon: The Power of One-On-One Meetings

Why do some teams work like well-oiled machines, displaying an almost magical camaraderie, while others appear to be in a constant state of friction? The secret sauce is often less about the technical prowess of the team and more about the nature of their interactions with their leader.

Let’s explore the uncharted territory of one-on-one meetings – the unsung hero of effective leadership and team development. If you’re a leader who feels an invisible divide between you and your team, or if you’re grappling with a turnover rate that’s higher than you’d like, this blog post might have the answers you’re seeking.

Here’s the story of how I harnessed the power of personalized connections to build high-performing teams through conducting over 5,000 one-on-one meetings across 12 years. This is your guide to mastering the art of these meetings, turning them from scheduled formalities into the cornerstone of your leadership success. So buckle up, and let’s dive into the ten tips that can elevate your one-on-one meetings, bridging the gap between you and your team.

The Power of Routine: Prioritize Your One-on-Ones

The first and most critical step is making these one-on-one meetings routine weekly. A set rhythm facilitates a sense of predictability and comfort between you and your team members.

It’s common to find your schedule teeming with responsibilities and commitments. The key is to find time and prioritize time for these meetings. As a leader, you can prioritize what matters most; these one-on-one meetings are paramount.

Remember, you don’t need an hour-long session every fortnight; a half-hour every week can work wonders. Opt for shorter, more regular interactions, and watch your team dynamics transform. Your team members will appreciate your commitment, and the consistency of these meetings will pave the way for a more robust and understanding team.

Truly Show Up: Be Present and Focused

It might seem obvious, but the importance of being genuinely present during one-on-one meetings cannot be overstated. That means turning off your notifications, closing any irrelevant tabs, and resisting the urge to multitask. Multitasking during these meetings is counterproductive and can also send a message to your team members that they are not valued or important.

Show up on time and stay focused. Let your actions speak louder than words, showing your team members that you value this time with them and are committed to understanding their perspective.

It’s also helpful to jot down your notes before and after the meeting, not during it. This practice keeps the conversation natural and unhampered, paving the way for more effective dialogue. Your complete focus and presence can set the tone for the meeting and encourage openness and honesty.

Their Time is Their Time: Encourage Ownership

One-on-one meetings are a gift of time you offer to your team members. They signal that their thoughts, feelings, and ideas matter to you. Remember, once you dedicate this time, it’s not yours anymore – it belongs to them. They can express concerns, share ideas, ask questions, or discuss their feelings.

Encouraging your team members to take ownership of this time slot fosters a sense of autonomy and respect. They should feel free to use this time as they see fit, whether discussing their career aspirations, seeking advice on specific challenges, or just catching up.

Because this time is theirs, never cancel these meetings; only reschedule if absolutely necessary. If they choose to cancel or change the format occasionally, that’s perfectly fine. Respecting their decisions about their time is a significant step towards empowering them and building a trusting relationship.

More than a Status Update: Facilitating Deeper Discussions

It’s a common misconception that one-on-one meetings are the venue for status updates. While they can be used for discussing progress, due dates, or project updates, particularly if your team member needs your help, that shouldn’t be the primary goal. You can generally cover these topics in team meetings or project updates elsewhere.

The essence of a one-on-one meeting is personal connection: it’s about understanding your team member and for them to understand you and get comfortable talking to you. It’s an opportunity to delve into their thoughts, concerns, ideas, and aspirations, creating a space for open dialogue beyond project details.

As a leader, your role in these meetings is to listen and facilitate rather than to direct the conversation. Yes, be prepared to discuss work progress if needed, but strive to use other channels for regular project check-ins. Make the most of this personal time to foster a deeper, more meaningful connection with your team member.

Embrace Radical Candor: Fostering Mutual Success

As a leader, one of the most potent tools is straightforwardness combined with genuine empathy. This philosophy, often called “Radical Candor,” involves being frank, honest, and transparent while maintaining a deep-seated interest in your team members’ well-being and success.

It’s not just about giving feedback or direction but also about sharing your own experiences, challenges, and victories. Demonstrating your vulnerability can break down barriers, encouraging a culture where team members feel comfortable reciprocating with their own experiences and perspectives.

Remember, your success as a leader is inextricably linked with your team’s success. If your team members thrive, so do you and the whole organization. Therefore, strive to care about each team member’s progress and success genuinely. By doing this, you foster stronger professional relationships and create an environment where everyone feels valued and inspired to do their best work.

The Value of a Shared Agenda

Consider sharing the one-on-one meeting agenda ahead of time. This step allows your team member to take control, preparing and presenting their thoughts, questions, or concerns in advance. Your benefit is seeing potentially complex issues beforehand, giving you ample time to prepare detailed responses. In these meetings, your team is the primary driver of the agenda, and your role is to respond, understand, and provide the necessary guidance.

Cultivate a Safe Haven for Queries: Fostering Psychological Safety

The crux of a successful one-on-one meeting often lies in those questions that team members are hesitant to pose in a public setting. These queries, although sometimes difficult or uncomfortable, are essential for fostering an environment of trust and understanding.

Creating a psychological haven during these meetings is crucial as a leader, a space where questions are not just permitted but actively encouraged. Answer every query, no matter how trivial it might seem, with patience and thoroughness – even if it means going over something multiple times. This addresses their concerns and reinforces their comfort in seeking your guidance.

Remember, the goal is to foster an environment where questions and even disagreements are not viewed as challenges to authority but as opportunities for growth and understanding. By promoting this level of psychological safety, you empower your team members to express their thoughts openly, contributing to better collaboration, innovation, and overall job satisfaction.

Filling the Void: Closing Knowledge Gaps to Boost Confidence and Trust

Knowledge gaps can lead to anxiety and misinformation within a team. Humans fill in the blanks, and unfortunately, they often plug these gaps with worst-case scenarios, which are typically scarier than reality.

Your one-on-one meetings provide a critical opportunity to identify and address these gaps. In these meetings, you create a trusted space that allows team members to voice their uncertainties, which you can then help to clarify and rectify.

Once you identify these gaps, addressing them at a broader level while respecting each individual’s privacy is essential. Convey this newly obtained information to the entire team to ensure everyone is on the same page. This open communication can prevent rumors, build trust, and promote a culture of transparency and understanding.

Remember, the goal is to address individual concerns and strengthen your team’s collective knowledge and cohesion. By closing knowledge gaps, you’re helping to build an atmosphere of certainty and confidence, which is essential for any high-performing team.

The Strength in Consistency: The Power of Truth and Transparency

You’ll find that similar questions or concerns often arise during your one-on-one meetings. Your responses must be consistent, as consistency will lead to clarity and trust among team members.

When responding, be truthful and sincere. Base your responses on facts rather than what your team members want to hear. Authenticity in your communication will reinforce trust and rapport between you and your team.

Over time, as your team members absorb your consistent and truthful responses, they will begin to internalize and disseminate your messages, fostering a unified vision and shared understanding across the entire team, enhancing overall coherence and efficiency.

Ultimately, consistency isn’t just about being uniform in your responses. It’s about being consistently authentic, truthful, and supportive. In doing so, you’ll build a resilient and successful team rooted in trust and mutual understanding.

The Essence of Effective One-on-One Meetings: A Summary

To sum it all up, effective one-on-one meetings require you to:

• Hold these meetings regularly.

• Be fully present and focused throughout the conversation.

• Respect the scheduled meeting times – never cancel; reschedule if necessary.

• Avoid treating these meetings as routine status updates.

• Practice radical candor by being direct, honest, and compassionate.

• Share the meeting agenda in advance, allowing your team member to steer the conversation.

• Encourage questions and answer them thoroughly and patiently.

• Identify and bridge any knowledge gaps.

• Maintain consistency in your responses and guidance.

Take these steps one at a time. As you slowly incorporate these practices into your leadership style, you’ll see a remarkable improvement in your team dynamics.

Now, I’d love to hear from you. What are your experiences with one-on-one meetings? Do you have any insights or strategies to share? Let’s continue this conversation because it’s all about growing together, one meeting at a time.