Yesterday my post was on preparing for a feedback session or performance conversation with your staff. Feedback and performance management is often flagged as an "uncomfortable" area by many new and experienced leaders. Shifting to a culture where performance and goals are discussed regularly during 1-1s and team meetings, helps to shift the culture to one that is more focused on tiny iterative changes,
One on ones are a leader's most important tool for performance as well as team culture. Many leaders are uncertain as to what to do during a one on one or what to ask. Over the next month I'll be spotlighting a series of questions you might consider integrating into your conversations whether you are working around goals, performance, focus, expansion of options etc.
Today's post includes six which you might start the conversation with:
1. What are your key priorities at present?
2. As you reflect on your own performance, how are things going?
3. What's going to help you get the results you need or we want?
4. What is the one change which will help you with this task?
5. What support do you need from me? From others?
6. What feedback loop can we put into place to support your work?
In addition to these questions, you will want to confirm what expectations there are around good performance or "meeting" or "exceeding" expectations.
It's also useful to put a date around your next performance conversation.
What other questions do you find useful in your one-on-ones? Stay tuned for more questions coming up in our Monday through Wednesday posts this month.
With best wishes,
Jennifer
One on ones are a leader's most important tool for performance as well as team culture. Many leaders are uncertain as to what to do during a one on one or what to ask. Over the next month I'll be spotlighting a series of questions you might consider integrating into your conversations whether you are working around goals, performance, focus, expansion of options etc.
Today's post includes six which you might start the conversation with:
1. What are your key priorities at present?
2. As you reflect on your own performance, how are things going?
3. What's going to help you get the results you need or we want?
4. What is the one change which will help you with this task?
5. What support do you need from me? From others?
6. What feedback loop can we put into place to support your work?
In addition to these questions, you will want to confirm what expectations there are around good performance or "meeting" or "exceeding" expectations.
It's also useful to put a date around your next performance conversation.
What other questions do you find useful in your one-on-ones? Stay tuned for more questions coming up in our Monday through Wednesday posts this month.
With best wishes,
Jennifer
Jennifer Britton
Potentials Realized | Coaching Team Leaders
Team and Leadership Development | Coaching | Retreats.
Follow us on Twitter @Teams365
Phone: (416)996-8326
Connect with us to be the first to know more about launch events around my newest book - Effective Virtual Conversations - coming out mid-July.
Potentials Realized | Coaching Team Leaders
Team and Leadership Development | Coaching | Retreats.
Follow us on Twitter @Teams365
Phone: (416)996-8326
Connect with us to be the first to know more about launch events around my newest book - Effective Virtual Conversations - coming out mid-July.
RSS Feed
