1.15 Weekly One-to-One
Productivity hack no.15 from '60 Ways to Hurray! by Ralph Varcoe.
If you’re managing a team of people at work you will need to monitor their progress. After all, you’ll have to report upwards on how they, and you, are doing. At the start of the year you’ll have set some broad goals for them. They will have specific goals that tell them what’s expected of them.
Your job as a manager is to keep track of what’s going on, where they need help, what they are doing well and where they can offer support to others in the team. You’ll use all of this information to work out a coaching plan. You’ll find the right 3rd party mentor who can help them develop professionally and personally so their career can move forward.
So often I hear managers say, “I know what they are up to, as we speak every day, and I’m in the detail of their jobs with them. I don’t need a formal one-to-one with them. We’re aligned.”
Wrong. The one-to-one is a way of stepping back and evaluating whether the direction of travel towards the goals is right, what help and support they need, if there’s training needed, and what coaching/mentoring would be useful.
When you set your own goals for your personal or professional ambitions you automatically become your own manager. It is your job to hold the same one-to-ones to assess how things are going. You need to act as a manager holding yourself to account, checking on progress and being honest with feedback.
How do you know if you’re getting to where you want to unless you check-in with yourself and monitor progress, find solutions for issues and identify what may need to be modified to enable your success.
Hold a personal one-to-one. You can take it in turns to buy each other a coffee to mix it up a little if you like!
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