The key to effective direct report engagements is the one on one sessions. This takes it to a whole new level. I have bene encouraging collaborative development and engagement. This takes to a whole new level! I will pass this a long. It may well be a very effective move for leaders and direct reports ready to move the the next level. Thanks!
Glad it hit with you! This is something that I’ll likely expand on and provide some resources in the future. It has certainly been something that has gotten good feedback thus far and has helped change a few performance environments within teams.
The shift from "manager drives" to "employee leads" sounds simple — but it changes the entire psychological contract of the relationship.
When employees own the agenda, they stop performing for you and start thinking for themselves. The pre-meeting guide is the real unlock here: structure removes the awkwardness of "I don't know what to bring up."
Most new managers never flip this because they confuse being prepared with being in control.
Super helpful, thank you!
You’re welcome! I actually have a follow-up to this article/concept with an interactive guide coming next week.
The key to effective direct report engagements is the one on one sessions. This takes it to a whole new level. I have bene encouraging collaborative development and engagement. This takes to a whole new level! I will pass this a long. It may well be a very effective move for leaders and direct reports ready to move the the next level. Thanks!
Glad it hit with you! This is something that I’ll likely expand on and provide some resources in the future. It has certainly been something that has gotten good feedback thus far and has helped change a few performance environments within teams.
Yes! I can understand the interest. 1:1 sessions are so important.
The shift from "manager drives" to "employee leads" sounds simple — but it changes the entire psychological contract of the relationship.
When employees own the agenda, they stop performing for you and start thinking for themselves. The pre-meeting guide is the real unlock here: structure removes the awkwardness of "I don't know what to bring up."
Most new managers never flip this because they confuse being prepared with being in control.
It’s a tough one, but definitely worth the flip! Great insight about the confusion of being prepared vs in control!
I’ve been taught early to let the employee drive, but had never thought of a pre-meeting guide.
It would surely have made meetings more productive for both.
Thanks for the insight!
Now waiting for your proposal of pre-meeting guide though :)
A really simple and straightforward framework for 1:1 to make them empowering. I love saying “this your time, how can I help you today?”