There is immense, immediate, and iterative value gained for both the people leader and the individual contributor during 1-to-1 meetings. I think a lot of managers tend to use this time to review, check-in, and sync up with their direct reports on more project/task-based activities. I think you can spend some time talking about open projects/tasks, don’t let this monopolize all of the time you have together, in fact, David Dodson has some excellent actionable strategies you can try.
As a direct report or individual contributor, you may sometimes feel that you’re not receiving the feedback necessary for your growth and development. To address this issue, consider incorporating these questions into your next 1-to-1 meeting. These questions are designed to initiate meaningful dialogue rather than making statements outright:
1. What are some things I should start or stop doing to improve?
2. Am I on track to meet my 2023 or quarterly goals from your perspective?
3. Given my current workload, are there any other priorities I should focus on right now?
As a people leader, you can also adopt this approach and structure during your 1-to-1 meetings with your team members. This feedback technique can be remarkably powerful and can be adapted to better align with the business or organization’s operations.
The structure involves the following elements:
1. Expectations: Clearly communicate expectations to team members.
2. Measurements: Establish measurable goals and objectives.
3. Feedback: Provide constructive feedback regularly.
4. Obstacles: Identify and address any obstacles hindering progress.
5. Support: Offer support and assistance to overcome challenges.
6. Alignment: Ensure alignment with overall team and organizational objectives.
360 Reviews: Providing Constructive Feedback for Personal and Professional Development
Another topic to consider during 1-to-1 meetings is 360 reviews. While they may not be conducted weekly, they offer valuable constructive feedback to aid in personal and professional growth. David has some great strategies to conduct effective 360 reviews that focus on helping rather than hurting the individual receiving the review.
The process involves the following steps:
1. Curate: Analyze the themes and insights emerging from the 360 review content.
2. Create a Plan: Develop a work plan to address the most prominent themes.
3. Close the Loop: Organize feedback into three distinct categories:
a) Aspects where no changes are necessary, with clear reasons why.
b) Changes that will be made, but not immediately, with reasons provided.
c) Changes that will be implemented immediately.
By following these guidelines, you can conduct more productive 1-to-1 meetings and 360 reviews, fostering an environment of growth and support for everyone involved.
Tech Leader Notes 