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The Leadership Quest Blog

Are your One-on-Ones Effective?

October 28, 2019

Unposed group of creative business people in an open concept office brainstorming their next project.

Have you ever questioned the value of your one-on-one meetings?  If you have followed my videos and blogs at all over the last 7-8 years, you know I am a big proponent of one on one meetings with cadence. Depending on the size & complexity of your company they should last 30-45 minutes either weekly or every other week.

Here is a simple list of Do’s & Don’ts as a guideline:


  • Identify one or two opportunities for the employee’s growth during a specific period
  • Ask for examples of the employee exemplifying those behaviors since the last one-on-one
  • Discuss progress on SMART operational goals & deliverables
  • Coach them on how to coach a person with whom they are having an issue (Coach the Coach)
  • Ask what you can do better to support them
  • Mix it up from time to time and ask bigger questions of each other about how you collectively can bring more value to the organization
  • Ask them to do one on one’s with their direct reports


  • Change or cancel the meeting without providing a clear reason
  • Change a direction or decision affecting the rest of the team in a one on one
  • Agree to talk to another team member about an issue your direct is having with them
  • Be defensive about constructive feedback they give you

Review this checklist with your team so they can hold you accountable to these practices. Do them right and watch your people flourish.

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