The Manager's Guide to Effective One on One Meetings

Identify what employees need and where to hold one-on-ones. Decide whether to use an agenda and how to keep a record, based on expert recommendations.

Lead one-on-one meetings with empathy by understanding individual drivers and communication styles; set clear expectations early and use the How I Work worksheet to tailor support.

Mix up the location of one-on-one meetings to foster freer, candid conversations, taking them from office rooms to walking sessions, cafes, or outdoor settings for brainstorming and creativity.

Discover how to create collaborative agendas for one-on-one meetings, keep notes and decisions, set time-boxed discussions, and use the right tools to track accountability.

Prioritize three 1:1 types—reciprocal reporting, career development, and feedback reviews—using the glow model to drive coaching, performance, and open communication.

Set up your one-on-ones for the year by following the Glow Model and scheduling biweekly get stuff done check-ins, quarterly learn conversations about career development, and ongoing feedback discussions.

Transform check-in meetings into coaching conversations that focus on the person, foster open dialogue, and use powerful questions to help employees grow.

Learn how to use active listening in one-on-ones by asking open-ended questions, coaching rather than dictating, and guiding ownership to empower employees.

Ask open-ended questions to explore the person, project, team, and manager, and practice active listening. Set next steps, record commitments, and tailor support for obstacles, work-life balance, and project blockers.

As a manager, guide your direct reports through career development conversations in one-on-ones, blending introspection, goal setting, and mentorship to align strengths with growth opportunities.

Guide your one-on-one conversations with introspection through peak experiences activity, helping employees reveal values, identify ideal career paths, and craft actionable development plans.

Apply the GROW model to structure career conversations, turning visions into smart goals, and linking current reality, options, and will to actionable steps.

Lead one-on-one mentorship that aligns an individual's goals with available resources, from Udemy courses and books to cross-team exposure, to boost ongoing development and performance.

Managers deliver and receive feedback regularly to coach performance, balancing positive and constructive notes; use SBI, reflective coaching, and the ladder of inference to focus on objective facts.

Master the SBI feedback framework—situation, behavior, impact—delivered in advance through a five-step one-on-one meeting that includes permission, context, observation, reaction, and agreed actions.

Coach through questions, use SBI when needed, and always ask why to uncover drivers, while listening and guiding solutions rather than solving every problem.

The ladder of inference guides managers from observed data to conclusions, highlighting biases, staying in the facts, and testing assumptions to keep feedback objective.

Practice giving feedback in one-on-one meetings using the SBI model and the five steps with scenarios involving direct reports, while applying the ladder of inference to avoid premature conclusions.

Empower and engage your employees through effective one-on-ones by coaching them with best practices and tools, guided by managers’ insights and feedback.

Adapt this one-on-one meetings course from a standalone, self-directed format into a blended program with prep for a live session, a live training, and onsite materials for group work.

Discover the value of authentic, collaborative one-on-one leadership, investing in relationships, and guiding teams in communications and marketing to grow careers and create impactful work.