A light hearted look at coaching conversations

Regular one-on-one meetings with team members are one of the most useful tools in a manager’s kit bag. They are simply conversations between a leader and their team member where they talk about how things are going. What’s going well and what needs to change. It’s very much a two way communication. They’re a great way to know team members better and be aware of all the things, at work and outside work, that might be inhibiting a person’s ability to do their job.

So why don’t more managers use them? The answer is usually that they either aren’t aware of the need to do them or they aren’t sure how to do them.

It’s time to take that tool out of the toolbox!

Reality talent shows like The Voice are incredibly popular. Watching The Voice it’s striking how well they do one-on-one conversations. It’s a great example for leaders. They could learn a lot by watching it. There are some things that don’t translate well from The Voice to a workplace though. There’s definitely some things that would need to avoided. So we put together this light-hearted video comparing one-on-ones to an episode of a reality talent show.


Conducting one on ones

How to conduct one-on-ones

One on one check-in meetings are held between a team leader and team member.

They are conversations that usually last no longer than 10 to 20 minutes where they discuss what is going well and what needs to change.

Agile Performance Management

Why Agile Performance Management?

In this article you’ll find an easy to understand explanation of Agile Performance Management and its benefits. But before we jump in, let’s understand why Agile Performance Management is needed.

Performance Management product

Performance Management System

Our performance management system includes an objective library to make setting goals easier. The library includes pre-written goals that can be modified based on the roles in your organisation and the strategic plan.