Lead Others · Tool
The One-to-One Meeting Playbook
Walk into your next one-to-one with a clear agenda. Five sections that turn reporting into conversation.
The Five Sections
What turns reporting into conversation
01
How are you doing?
Start human. The personal check-in.
02
Accountability Check-in
Who is doing what, by when. The shared commitments tracker.
03
How can I help?
Blockers, asks, support. Use the seven coaching questions if you get stuck.
04
Personal development
What they are working on developmentally.
05
Additional topics
Catch-all from either side. Both can add here.
01
How are you doing?
Start human. How are they actually doing this week?
02
Accountability Check-in
Who is doing what, by when. The shared commitments tracker.
03
How can I help?
Blockers, asks, support. Use the seven coaching questions if you get stuck.
Need a question? Use one of these seven.
04
Personal development
What they are working on developmentally.
05
Additional topics
Catch-all from either side. Both can add here.
First time meeting them?
The Kick-off 1:1
Run this 5-step kick-off on your first one-to-one with a new direct report. The more you ask and honour the answers, the more they feel understood.
Step 1
Build rapport
We want to work with people we know, like, and trust. Share your backstory and what is important to you. Ask them to share theirs.
Step 2
Set clear expectations
What do you expect of them in this role?
Step 3
Ask their expectations of you
What do they expect from you as their manager? Listen, honour the answer.
Step 4
Set the stage for future feedback
Say something like: 'I believe feedback is a gift. As your manager, it would be remiss of me not to give you feedback that helps your performance and career, here and anywhere else you end up. So I'm going to give you feedback. How do you like to receive feedback?'
Step 5
Ask how they like to be acknowledged
Public vs private. Verbal vs written. Same answers as feedback, often different.