The One on One
— 01:45 reading time
I’ve had the luxury of having a lot of great managers in my career. I’ve also had the luxury of having some really awful ones. And while I’ve learned a lot from my great managers, I’ve also learned a lot from the bad ones. In fact, I’ve probably learned a whole lot more from the bad ones.
The great managers I’ve had were strong proponents of the one on one. The bad managers didn’t know what a one on one was.
The Manager Tools site has a great Podcast on the subject that still resonates even though it’s almost 9 years old. Their description:
The single most effective management tool.
If Podcasts aren’t your cup of tea, or if you stopped reading once you saw the word management then maybe Rands’ take on management is more your style:
First, those [people] don’t work for you; you work for them. Think of it like this: if those [people] left, just left the building tomorrow, how much work would actually get done?
The deeper I’ve gotten into management, the more I appreciate what I learned from my managers, the Manager Tool’s podcast and Rands. Listening to your team members, acting on dysfunction, explaining context and sometimes offering advice, leadership and guidance these - THESE - are your new prioities.
If you’re not doing a one on one with your direct reports, start doing one. As a manager, you work for your employees. Not the other way around.