Thanks for listening to The Champion Forum Podcast with Jeff Hancher! Do you own your one-on-one meetings with your boss, or do they own you? Today, you’ll learn some proven strategies that will help you have more effective and meaningful conversations with your boss.
Time with your boss is your opportunity to showcase what you’re doing, ask the right questions, and gain a level of respect with the leaders above you. These meetings are your meetings. You get to control how productive they are, regardless of your boss’s leadership style or personality. Done well, these meetings are a great way to grow skills, improve your standing with the company, and earn future promotions. So why do managers and employees struggle to embrace the one-on-one meeting?
Why don’t managers like one-on-one meetings?
Employees show up unprepared.
Employees use one-on-one debriefs as an opportunity to complain.
Employees don’t ask questions, so it ends up being the leader doing all the talking.
Q: As a leader, what are your thoughts on one-on-one meetings? Do you find them enjoyable, or do you dread them? Do you protect your time, or do you find other tasks taking priority over your on-on-ones with your employees? Why?
How to Have a Great One-On-One Meeting With Your Boss
Set The Agenda
Start the meeting by outlining the topics you want to discuss. Ensure you include a slot at the beginning or end for your manager to bring up any topics at the front of their mind.
Prepare For The Meeting.
You should never go into a one-on-one with your boss just hoping for the best. Take some time to review your past meeting notes and identify any action items you need to follow up on. If you hope to be promoted, being prepared is especially important because it sets you apart from others. You can also use your one-on-one to tactfully take credit for the good work you are doing.
Prepare Questions
Having at least one good question to ask shows that you are interested in what you do and how you can improve. Questions about upcoming projects or expectations, potential needs, or even just how you can help your boss are all great questions. If you’re unsure what to ask, asking for feedback is always a good idea!
Reflect on your performance.
Take time to evaluate your recent work. What are your strengths? What are your areas of improvement? Don’t be afraid to share your reflections with your boss, ask if they are accurate and, if so, what you can do to improve. Being vulnerable and looking for ways to grow shows that you are humble, dedicated, and open to feedback.
Prepare Solutions
Be proactive. Instead of just presenting problems, be prepared with potential solutions. Consider how your suggestion aligns with the team or company goals. Show your leader that you are looking for alignment. For example, if you have noticed that morale is low, find solutions that are aligned with the vision of the company. Then you’re not just complaining about what you don’t like, you are becoming an advocate and a resource.
Follow Up.
Don’t let your meeting be a formality. Use it to build momentum for yourself and the entire team. Identifying a follow-up plan will ensure that you’re not just taking notes and asking good questions, but you’re also taking action and ensuring the solutions line up with your goals.
Q: As an employee, what are your attitudes toward one-on-one meetings? What do you think would make them more enjoyable for you? Do you use an agenda? Why or why not?
Application Activities
Before your next one-on-one meeting, consider these questions:
What action items from our last meeting do I need to follow up on?
What questions do I have?
How am I doing in my current role? Are there any specific areas where feedback would help me improve?
What broad problems do I see in our company/team and how can I be a part of the solution?
Use the prompts listed to develop your own agenda for the meeting. Following an agenda will ensure you don’t forget anything and that you know how to keep the conversation moving.
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