Emily (00:08)

We've synthesized the research on effective one on ones and coupled it with our experience guiding thousands of teams through these same challenges. This framework has been designed to help you up-level your 1-on-1s. So there are four parts.

The first is preparation, which happens before the meeting. This includes creating your agenda and taking note of any previous action items that will require checking in on the second part, which is where you'll start. Your conversation is taking a few minutes to have a social exchange, the main focus being just to relate with the other person. Do this for a good 5 minutes.

The bulk of your conversation will then orient around goals, growth or feedback. Now this is a little bit of a choose-your-own-adventure model because you want to hone in on what aspects of the conversation will be the most meaningful for the person that you're meeting with. Ask open-ended questions and then choose. What are you going to focus on today?

Will you discuss goals and progress against them? Growth or career aspirations or feedback, which can include positive affirmations as well as any redirection? Finally, every 1-on-1 should close with who will do what by when. This is your accountability moment.

Ask yourselves what is being committed to completion between now and your next one on one.