Three Keys to a Remarkable One-On-One
Recently, I presented to a group of managers, and at the end of the conversation, I asked each of them what they planned to focus on in the next two weeks. The resounding answer—over 50%—was developing a Remarkable one-on-one.
If communication is the key to building trust, and trust is the foundation for achieving Remarkable results, then one-on-ones are the essential tool to make it happen.
A one-on-one is exactly what it sounds like—a focused conversation between two individuals. The goal? For the supervisor to truly understand the Other Person’s Point of View (O.P.P.O.V.).
This requires the supervisor to ask open-ended questions, particularly those beginning with “how” and “what,” and then listen with every fiber of their being. This is not as easy as it sounds—it takes time to master. It also requires trust, as these conversations may initially feel unnatural for both the supervisor and the employee.
One-on-ones should be held every one to two weeks, lasting between 15 and 45 minutes. When in doubt, keep them shorter rather than longer. When both parties come prepared and motivated, the conversation will be Remarkably productive.
Here are three key indicators of a successful one-on-one:
They start and end on time. When both parties commit to using the time effectively, the one-on-one is well received.
Both parties look forward to the conversation. You’ll know if you do. To find out if the other person does, just ask!
Both parties leave engaged and energized. This doesn’t mean avoiding tough conversations—quite the opposite. A successful one-on-one fosters individual and organizational growth.
Now, more than ever, I see how much we all need to practice the art and science of these conversations to be Remarkable. If your team could use a refresher or tutorial, let’s set up a time to talk about how b3 Remarkable can help jump-start one-on-ones in your organization.
