Why you don't want to miss this.
I find the most difficult thing my clients face when they decide they want to change how they have one-on-one meetings is how to go about it.
They get that they need to be talking to their employees more, and more often, and about more important stuff -- all to set a foundation of trust so their employees will tell them the things they need to know when something is ready to hit the fan (and any number of other good reasons). And there is something about private, scheduled one-on-one time that creates a different climate than the fly-by approach.
As we dig in to shifting how one-on-one discussions happen, these types of questions surface:
- How do I introduce this without it seeming like the "program of the month?"
- How do I handle it if they push back?
- What if there's a lull in the conversation?
- What if they just give me grunts and monosyllables?
- How do I handle it if they think I'm over-managing?
And you may even be asking yourself, "How am I going to have time for this?"
Through our consultation, we can discuss any of this, and your particular concern.
"The first and most important person to empower is yourself --because your employees are only going to be as empowered as you allow yourself to be."
When you put a stake in the ground around having this type of meeting, you telegraph to employees your commitment to their success. Despite employees' resistance or discomfort, over time their reactions can shift. They will come to see the benefits of this process and take it as seriously as you.
Be sure to claim your consultation slot today, simply by responding to this note.