“Holding regular 1:1s in which your direct report sets the agenda and you ask questions is a good way to begin building trust”, says Scott. That’s why one of your main responsibilities as a manager is to develop positive relationships with them - your fellow teammates.Īs Kim Scott, a former leader at YouTube, Google, and Apple argues in the book Radical Candor, the most important thing managers can do to build a culture of trust is meeting with each of their direct reports on a regular basis: In most cases, how your direct reports feel about you (their boss) dictates how they feel about the company and their job. Foreword Lara Hogan, author of “Resilient Management” (only available in the PDF version)Ĭhapter 1 The purpose of one-on-ones and why great managers have them.Ĭhapter 2 Best practices on how to set up your one-on-ones for success.Ĭhapter 3 Specially crafted templates and questions that will boost productivity.Ĭhapter 4 The secret skills that will make your one-on-ones 10x more effective.Ĭhapter 5 Bringing out the best in your team: Career conversations & feedback.Ĭhapter 6 The 7+ deadly sins to avoid in one-on-one meetings.Ĭhapter 7 Completing your manager’s toolkit.
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