Hi there,

Today we will talk about how to run weekly 1:1s that turn updates into decisions and growth by using a simple frame, evidence-based progress, and written commitments that drive follow-through.

One-on-ones are not courtesy meetings. They are an operating system that aligns priorities, removes blockers, and develops people where it matters. A short, steady cadence beats long, irregular chats that drift. When notes, decisions, and measures are visible, each 1:1 compound into real progress.

The Leadership Lesson Explained

High-output 1:1s serve two goals at once: move the work and grow the person. The direct report owns the agenda and arrives ready to discuss outcomes, evidence, and choices. The manager brings context, questions, and support to clear the path. Roles stay explicit so time goes to decisions, not narration.

Clarity needs a repeatable frame. Start with the target, scan reality, explore options, and choose the next step with a date. Capture the commitment in writing and reopen it first next week. Momentum follows because everyone knows what changed, what comes next, and what help is needed.

Case Study: Andy Grove at Intel

Andy Grove taught that a manager’s output is the output of their organization. His 1:1s were frequent, short, and owned by the direct report. Agendas focused on decisions, problems, and opportunities where a manager’s leverage was highest. The conversation moved from what to do, to how to think, to who owns what next.

Preparation and notes did the heavy lifting. Direct reports brought issues and data, and managers brought questions and context. Each meeting ended with a clear commitment and a time to review it. The rhythm created speed because growth and execution happened together.

Takeaway: Put the direct report in charge, use a simple frame, and end with written commitments that you reopen first next time.

Five Tactics to Run 1:1s That Drive Outcomes

1) Put the direct report in the driver’s seat

Ownership starts with who sets the agenda and speaks first. The person closest to the work should bring outcomes, signals, and choices. Managers add context and remove obstacles after the core update.

Try this: Ask for a one-page prep note the day before with Goal, Evidence, Options, and Ask. Begin the meeting by inviting the direct report to walk you through it.

Why it works: Ownership builds judgment and speed. Preparation compresses talk into decisions.

2) Use a fixed frame that fits in 25 minutes

Structure turns conversation into progress. Open with the target, scan current reality, explore options, and choose a way forward with a date. Keep the clock honest so energy stays high.

Try this: Run Goal → Reality → Options → Way forward and time-box each section. Leave two minutes to confirm owners and recap.

Why it works: A simple path prevents status sprawl. Time boxes protect focus and help you finish on time.

3) Make evidence the language of progress

Vague updates hide risks and wins. Two leading indicators and one result metric make change visible. Decisions get easier when facts are on the table.

Try this: Agree on the two signals that move first and add them to the 1:1 doc. Ask, “What changed in these numbers since last week, and why?”

Why it works: Shared measures reduce opinion battles. Early signals enable timely course correction.

4) Capture a two-line commitment and reopen it first

Great conversations fade without a record. A short recap locks the next step, the owner, and the date. Start the next 1:1 by reading that line out loud.

Try this: End with “Next step, owner, date” and send it in chat or add it to the doc. Begin the next meeting by confirming what happened.

Why it works: Written commitments raise follow-through. Reopening the line closes the loop and builds momentum.

5) Coach the person, then unblock the plan

Performance stalls when fear, conflict, or confusion sits under the task. Address the human blocker first with questions, then decide the move. Support stays specific and time-bound.

Try this: Ask, “What feels hardest right now?” then “What support would make this easier?” Close with one action you will take to clear the path.

Why it works: Psychological friction melts before tactical fixes. Small, visible help builds trust and speed.

Five Common 1:1 Mistakes and How to Fix Them

1) Turning the 1:1 into a status meeting

Play-by-play updates consume time and hide the decision you actually need. Both sides leave informed but not enabled. Progress resets after the call.

Fix: Require a prep note and start with the goal and evidence. Redirect narration into options and one clear next step.

2) Rescheduling often or changing cadence

Irregular 1:1s signal that support is optional. Small issues become urgent, and stress spikes before reviews. Trust erodes when help arrives late.

Fix: Protect a weekly slot like a deadline and move it only within the same week. Keep the same agenda and core questions every time.

3) The manager solving every problem in the room

Quick fixes feel efficient and create dependency. The direct report waits for answers, and judgment grows slowly. You become the bottleneck for routine work.

Fix: Ask two questions before offering any suggestion. If needed, offer one option, then have the direct report choose and own the next step.

4) No written notes or single source of truth

Memory fights memory a week later. Decisions get revisited and effort gets repeated. Confidence drops as context scatters.

Fix: Keep a living 1:1 doc per person and write the recap during the meeting. Start each session by reopening last week’s commitment.

5) Mixing evaluation and development in one conversation

Ratings and pay drive emotion and narrow attention. Coaching gets lost while defensiveness rises. Learning slows after the conversation.

Fix: Hold separate evaluation conversations when needed and protect 1:1s for outcomes and growth. Keep coaching specific, near-term, and written.

Weekly Challenge

Create a one-page 1:1 template with Goal, Evidence, Options, Ask, and a two-line commitment. Schedule weekly 25-minute 1:1s for the next four weeks and protect the slot. Use the same frame, record the commitment in the doc, and reopen it first next time. Notice how decisions, follow-through, and morale improve when 1:1s run on a simple, steady system.