One-on-ones are most effective when the conversation flows naturally in both directions. But transforming them from reporting sessions into genuine dialogue takes some finesse. Follow these tips to foster engaging, productive exchanges.
As always, I’m sharing guidance that has shaped my own coaching approach, and this topic again comes inspired by the Manager Tools podcast. Their wisdom on one-on-ones has proven invaluable time and again.
While structure provides consistency, the real magic of one-on-ones happens through candid, unscripted connection. When you and your employees can share openly without judgement, trust deepens on both sides.
Don’t Worry if Early One-on-Ones Feel Stiff
If you’re just launching one-on-ones, expect some initial awkwardness as you and your team adjust to the new format. Allow time for guards to fall as relationships strengthen through repetition.
Resist the temptation to force casual interaction. As long as critical information is flowing, view early discomfort as a necessary stage of establishing new habits.
Ask Questions to Spark Conversation
Don’t just listen silently during your employee’s portion. Jump in with clarifying questions and additional perspectives. Make it a dynamic exchange.
Interruptions and back-and-forth happen in most meetings. Apply that same principle to one-on-ones. Just take care not to dominate the conversation.
Address Shared Topics Together
If you and your employee plan to discuss the same issue, don’t wait your turn. Dive in when it arises and have a fluid discussion.
Still prioritize their concerns first, but take the opportunity to share, probe and gain alignment.
Add Time as Needed When Agendas Overlap
If you end up covering some of your topics while your employee is speaking, grant them extra time so you don’t cut them off early.
The goal is allowing enough space for both of you to get needs met, not rigid time splits.
Encourage Questions During Your Portion Too
Tell your employees up front that you welcome their questions and interruptions while you’re speaking. A conversation goes two ways.
Reinforce that it’s not a presentation - it’s a dialogue to gain mutual understanding.
Schedule Time to Build Rapport
Consider scheduling rapport-building time before diving into agendas. Those first unstructured minutes allow you both to shift gears into a conversational mindset.
With practice, you can transform one-on-ones into relaxed yet productive sessions where you both contribute fully. The openness will yield dividends.
Invest in Yourself as a Leader
As with all management skills, consistently practicing one-on-ones will boost your ability to connect. If you want additional support, executive coaching provides immense value in augmenting emotional intelligence.
Please feel free to reach out if you would like to explore coaching for yourself or your leadership team. Fostering growth and trust ultimately serves your whole organization.