What is a 1:1?
A free video tutorial from Shelley Osborne
VP of Learning at Udemy
4.5 instructor rating • 10 courses • 118,171 students
Learn more from the full courseThe Manager's Guide to Effective One on One Meetings
Frameworks and strategies to hold effective 1:1 meetings to help you grow and develop your employees
01:15:52 of on-demand video • Updated
- Adopt the role of mentor or coach to better support your direct reports with their short-term projects as well as their career development
- Learn the GLO model for different types of 1:1s and how to set them up to be most effective
- Access new tools and frameworks that you can use in your 1:1s.
English [Auto] One on ones to me are the safe consistent space for open dialogue with your employees. You need a dedicated space where you're able to actually have conversations with your team members about how they're approaching their goals and how they're moving towards them and what you can do to support them. It is the time that you can have the deep dive candid conversations beyond simply updates that you'll often get in say standups in the morning or the most important thing you can do in a one on one is set concrete expectations. I think that needs to go in both directions. So it's a great way to understand what makes one another tick to learn along the way and to kind of continue to get better and better both in your relationship and in your role. And if you didn't have these regular one on one check ins it's all too easy to become disassociated with your direct report and not really know what they're doing or how they're feeling about it. To get started let's delve into what a one on one actually is and what it requires from you on a very high level a one on one is a dedicated space on the calendar something that is reserved for conversations between a manager and an employee. But what is the actual goal of these conversations. People often think that a one on one between a manager and a direct report is an update meeting for the manager where he or she can get the status on projects and give their thoughts and opinions. But I want to challenge you I want to challenge you to think about one on ones differently rather than benefiting the manager a one on one should be designed to help the employees reach their goal and their full potential through effective coaching and guidance. It also allows managers to move away from a directive leadership style and work collaboratively with their people. So instead of merely getting a status update you have a chance to put on your coaching hat and turn your one on ones into really important growth opportunities for your direct reports. You'll do this by listening to your employee and asking the right questions. You'll also be a partner someone that they can brainstorm with prompting thought sharing in perspective. It's also an opportunity to identify problems and potential solutions. And finally it's a really great chance to provide employees with the resources that they'll need to succeed. So the goal is not to simply get a status update. Nor is it to jump in and solve all of their problems. It's about empowerment and engaging your employees a manager's primary job is to serve their employees to give them the resources that they need to do their best work and grow in their role so that they can help the company succeed in its mission.