How to Conduct a 1 on 1 Meeting With Your Direct Reports
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- čas přidán 3. 08. 2024
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Is everyone on your team aligned with the priorities? In this video, I'm going to share how to conduct your 1 on 1 meetings with your direct reports, including the agenda and the questions you should ask.
DOWNLOAD: 1:1 Meeting Planner™ - Quickly Outline Your Meetings With Your Direct Reports To Make Sure The Entire Team is Working on The Right Things - bit.ly/37xUEnE
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Instagram: @danmartell
Twitter: @danmartell
DOWNLOAD: 1:1 Meeting Planner™ - Quickly Outline Your Meetings With Your Direct Reports To Make Sure The Entire Team is Working on The Right Things - bit.ly/37xUEnE
Just as an FYI, the page it sends you to to get the guide doesn't work. I put in three different email addresses and never got anything :(
Does not work. It does not even show email, there is a button 'send me the sheet' and it does not do anything.
I'm very impressed with your videos, you seem real as I expected more of a slick salesman type... thank you for these resources and excellent content.
Thanks sir, needed this. Just stepped into my new role ;)
It's amazing how you can do this in one take. But man, I smashed that like button, no soft tapping on great content!
Po Ming Lam smash it!
Love the @ agenda doc! Smart. I flag emails in outlook with category 1on1 … similar ideas
Dan great job on this. Your content helped me really have a revolutionary conversation with one of my direct reports at one of my businesses. Just want you to know how thankful I am for your wisdom and help....really jell with your style. Thanks.
Connection
Inspiration
Alignment
Feedback
Appreciate the content.
Timely. Just about to have 1-on-1s with the team ahead of the new 12-week sprint!
Perfect!
i love this! thanks for the technique!
🙏🏻❤️
If you’re not using One-on-Ones properly in your business then your growth is going to flatline. Want the easy fix? Check out this video
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Great video @Dan. Lots of good nuggets in here. Wish I had this in when managing previous teams. After watching I've come to realize some shortcomings in my previous 1:1 style. I was treating 1:1's with my directs as 'their time' where they were to drive the agenda. I put the expectation on them to come with their goals and where they were facing blockers so that I could help them overcome them. I'd then provide some coaching or help them develop some strategies to reach those goals - and wrangle resources, clear barriers or provide opportunities to help them succeed. My intention was to empower them. But it never seemed to work out all that well and I'd feel resentment that they didn't take the opportunity seriously. Thanks for the tools - excited to try incorporating C.I.A.F going forward.
CIAF! Got it... someone mentioned that in another comment / didn't know what it meant :)... the acronym writting helped C.I.A.F... yes, it's powerful.
Good stuff Maynard!
Hey Dan, thanks for the video.
Does the Feedback from 'CIAF' and the 5th point 'Your Performance' overlap, or is there something different you are looking for from the feedback?
Many thanks
Juan Carlos Valdes CIAF? Connect the Future?
To me we want to review how their work will impact the vision/future.
Their performance is more about feedback on how you think they’re doing AND ask them how you’re doing for them!
1:1's in corporate... your manager-of-the-minute shows up to your 30 min meeting 5 minutes late and lost... asks you if you wanted to talk about anything to which you'd be stupid to open your mouth (they were just asking to ask)... they spend the remainder of the time talking about themselves and have to run to another meeting after keeping you the extra 5 minutes they stole on the front end making you late for your next meeting. TA-DAH!
never saw manager asking how they are performing and there is no sense in asking things like that ....