These days, companies are increasingly demanding that leaders engage in "one-on-one" (1:1) discussions. One-on-one meetings, as the name suggests, are essentially one-on-one conversations between leaders and team members. While they may seem similar to traditional one-on-one meetings, their actual purpose and use are completely different.
So, what makes One On One different from traditional interviews? The key points are these three.
First, while traditional interviews were leader-centered, OneOnOne is member-centered.
First, while traditional interviews were leader-centered, OneOnOne is member-centered.
In the past, one-on-one meetings were mostly about leaders conveying their message. Instructions, advice, and counsel dominated the conversation, and it was common for leaders to speak for more than 90 minutes. Members could only respond with "Yes, I understand" or "I'm sorry," making it difficult for them to actively participate.
But now, things are different. Work has become more complex and uncertain. Creativity and autonomy are crucial, and leaders alone can't have all the answers. Therefore, at One On One, leaders must listen closely to their members' stories and apply them to their work. This time is designed as a conversation centered around the members' stories, not just the leader's talk.
A leader's role is not to speak, but to listen. The key is to create an environment where team members can comfortably share their thoughts and concerns. Therefore, leaders speak for approximately 20 to 30 minutes, while team members speak for 70 minutes.
In this way, One on One begins by shifting the direction of the conversation from "leader → member" to "member → leader." While it may seem like a familiar one-on-one interview on the surface, it's essentially a completely different conversation.
Second, Wononwon is a place for practical support for 'growth and performance.'
If a leader doesn't know what their members are interested in, where they struggle, and what growth paths they desire, it's difficult to properly support them. One On One exists to understand precisely these aspects.
For example, let's say a team member seemed passive on a recent project. In a typical interview, you might end up with something like, "Why are you so unenthusiastic? Are you going to achieve this? Be more proactive!".
However, at One On One, we begin by listening to the team member's current situation in greater detail. Through conversation, we discovered that the team member was struggling because their current project didn't align with their career goals, and perhaps they had a desire to challenge themselves in a new field. This kind of information is something you'd never know without hearing it.
So, at One On One, we need to help team members tell their stories by asking questions like, “What are you struggling with at work these days?”, “What kind of support would help you do your job better?”, and “What skills would you like to develop in the future?”.
Understanding your team members' circumstances allows you to appropriately support their engagement and growth, ultimately leading to team performance. This is because team member growth directly translates into team performance.
Third, Wononwon is a 'relationship tool' that builds trust.
One-on-One isn't simply a time for performance. Repeated, honest conversations are the most powerful tool for building trust between leaders and members.
If a leader begins a conversation by saying, "I notice you're having a hard time lately. I'd like to hear more about what challenges you're facing today. That way, I can better help you," the team member will feel, "Oh, my leader is interested in me.".
When someone genuinely feels interested in me, my growth, my struggles, and what I do, and wants to help, it can give me strength I never had before.
Through these conversations, practical support, and the resulting trust, team members feel more comfortable speaking, leaders can provide more accurate support, and team members become more engaged in their work.
One on One is an essential tool for modern leadership, required for sustained performance and team growth.
Try starting your next interview like this:.
“"Today, I'd like to hear more from you, my team. I'd like to talk freely about any challenges you're facing and the support you need.”
The moment you change the direction of the conversation, your relationship changes and your results change.
# Leader's Communication Skills # Team Leader's Communication Skills # Leadership # Coaching # Facilitation # Conversation # One-on-One # Corporate Training
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