This month's focus on goals is tied to the performance management realm in any team. As we individually and collectively get clearer on our goals, it helps us to articulate the resourcing we need, and gain clarity on the steps we need to take.
For today's #FlashbackFriday I wanted to reach back to a past post on one-on-ones, which are an important part of the leadership role in goal support. Have you scheduled your first (or second) one-on-one with staff already this month? If not, perhaps this is the impetus for you to get it in your books.
Here' what I wrote about the Leadership Practice of one-on-ones in Teams365 #1301. Take note of the skills and enabling factors for better conversation. What needs to be put in place, or adjusted, for your team to be having the best conversations this year? Here we go with Teams365 #1301:
It's the start of another week and time for another Leadership Practice. This one is on one-on-ones. Taking time to build closer relationships with your staff is critical for success as a team leader. One-on-ones, short conversations with each individual team member are important for:
- Getting to know your team members. What their strengths are, their aspirations, and what their preferences are.
- Creating shared expectations around work
- Understanding where support is needed and what type of support is required
- Keeping abreast of issues which need attention or may be on the horizon
In holding one-on-ones with different team members you will likely find that there is a different appetite for how and where one-on-ones occur. Some staff may want them held frequently, while others may want them on a less regular basis.
Here are seven things you will want to keep in mind as you move into your one-on-ones (Taken from Teams365 Team Building Tip #120 - Teams365 #1122)
Today's post looks at seven elements which makes a one-on-one really effective.
These are:
1. Listening - In a one on one conversation it is important to be listening on a number of different levels - from noticing body language and alignment with what is being said, to really seeking to understand and hear what the person is saying. So often in leadership conversations we are thinking about how we are going to respond and what will we say next that we fail to listen deeply. What do you notice about how you l listen in one-on-ones? What changes would you like to make?
2. Focus - We don't always have a lot of time in a one on one conversation so creating a focus for our time with our staff can be important. You may ask questions such as "What would you like to get out of our conversation today? OR "What would be a useful takeaway?"
3. Minimize Distractions - Creating a pause point can be easier in some contexts than others. Consider how you and your staff can minimize distractions during your 1-1s. This might include turning off your phones, moving the conversation out of the office or to a different floor. What will minimize distractions for you?
4. Use powerful questions - Powerful questions invite people to explore, expand or sometimes focus. Powerful question are open ended questions, inviting the staff you are talking with to elaborate and share their ideas. We can build trust by asking great questions to our staff and giving them time to speak and share. Note that WHAT questions are usually the most "powerful" in opening up the space for dialogue. WHY questions in low trust can put people on the defensive.
5. Suspend judgement - It is important to note how and where our judgements are surfacing and how even subconsciously our bias can come through. What do you need to do to become neutral or as unbiased as possible in your one-on-one calls? What happens when you are able to do this?
6. Watch body language - In face to face conversations body language can make up more than 50% of the message. What does your staff's body language say? How does this compare to what is being said?
7. Create an action plan - One of the reasons why I chose to do more training and have a focus on coaching almost a decade ago was because coaching focuses on having a "Conversation with intent" and having a specific action plan which we can loop back on. In your one on ones what are the next steps for the staff member? How will you check in together around these next steps?
What opportunities do you have coming up around one-on-ones? What notes do you want to make for yourself about important things to keep in mind?
I have written quite a bit about one-on-ones here at the blog. You can view some of these posts here.
Best wishes,
Jennifer
For today's #FlashbackFriday I wanted to reach back to a past post on one-on-ones, which are an important part of the leadership role in goal support. Have you scheduled your first (or second) one-on-one with staff already this month? If not, perhaps this is the impetus for you to get it in your books.
Here' what I wrote about the Leadership Practice of one-on-ones in Teams365 #1301. Take note of the skills and enabling factors for better conversation. What needs to be put in place, or adjusted, for your team to be having the best conversations this year? Here we go with Teams365 #1301:
It's the start of another week and time for another Leadership Practice. This one is on one-on-ones. Taking time to build closer relationships with your staff is critical for success as a team leader. One-on-ones, short conversations with each individual team member are important for:
- Getting to know your team members. What their strengths are, their aspirations, and what their preferences are.
- Creating shared expectations around work
- Understanding where support is needed and what type of support is required
- Keeping abreast of issues which need attention or may be on the horizon
In holding one-on-ones with different team members you will likely find that there is a different appetite for how and where one-on-ones occur. Some staff may want them held frequently, while others may want them on a less regular basis.
Here are seven things you will want to keep in mind as you move into your one-on-ones (Taken from Teams365 Team Building Tip #120 - Teams365 #1122)
Today's post looks at seven elements which makes a one-on-one really effective.
These are:
1. Listening - In a one on one conversation it is important to be listening on a number of different levels - from noticing body language and alignment with what is being said, to really seeking to understand and hear what the person is saying. So often in leadership conversations we are thinking about how we are going to respond and what will we say next that we fail to listen deeply. What do you notice about how you l listen in one-on-ones? What changes would you like to make?
2. Focus - We don't always have a lot of time in a one on one conversation so creating a focus for our time with our staff can be important. You may ask questions such as "What would you like to get out of our conversation today? OR "What would be a useful takeaway?"
3. Minimize Distractions - Creating a pause point can be easier in some contexts than others. Consider how you and your staff can minimize distractions during your 1-1s. This might include turning off your phones, moving the conversation out of the office or to a different floor. What will minimize distractions for you?
4. Use powerful questions - Powerful questions invite people to explore, expand or sometimes focus. Powerful question are open ended questions, inviting the staff you are talking with to elaborate and share their ideas. We can build trust by asking great questions to our staff and giving them time to speak and share. Note that WHAT questions are usually the most "powerful" in opening up the space for dialogue. WHY questions in low trust can put people on the defensive.
5. Suspend judgement - It is important to note how and where our judgements are surfacing and how even subconsciously our bias can come through. What do you need to do to become neutral or as unbiased as possible in your one-on-one calls? What happens when you are able to do this?
6. Watch body language - In face to face conversations body language can make up more than 50% of the message. What does your staff's body language say? How does this compare to what is being said?
7. Create an action plan - One of the reasons why I chose to do more training and have a focus on coaching almost a decade ago was because coaching focuses on having a "Conversation with intent" and having a specific action plan which we can loop back on. In your one on ones what are the next steps for the staff member? How will you check in together around these next steps?
What opportunities do you have coming up around one-on-ones? What notes do you want to make for yourself about important things to keep in mind?
I have written quite a bit about one-on-ones here at the blog. You can view some of these posts here.
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
Looking to enhance your virtual conversations - Conference calls? Webinars? Virtual coaching work? Pick up a copy of my new book, Effective Virtual Conversations, at Amazon.
New in 2018 - The Teams365 Leadership Lab - an annual group for leaders which meets twice a month throughout 2018. We'll be exploring topics like Emotional Intelligence, Team Management, Coaching Skills. We'll be kicking off on January 26th at 845 am ET online.
Potentials Realized | Coaching Team Leaders
Team and Leadership Development | Coaching | Retreats.
Follow us on Twitter @Teams365
Phone: (416)996-8326
Looking to enhance your virtual conversations - Conference calls? Webinars? Virtual coaching work? Pick up a copy of my new book, Effective Virtual Conversations, at Amazon.
New in 2018 - The Teams365 Leadership Lab - an annual group for leaders which meets twice a month throughout 2018. We'll be exploring topics like Emotional Intelligence, Team Management, Coaching Skills. We'll be kicking off on January 26th at 845 am ET online.
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