Join Jonathan Raymond, founder of Refound and author of *Good Authority*, as he explores the art of effective one-on-ones. He emphasizes the necessity of starting with the role's purpose to align expectations and cultivate personal growth. Jonathan unveils the power of curiosity and thoughtful questions to transform employee engagement. He also discusses the balance between frequency and duration of meetings, aiming for meaningful interactions that enhance trust and retention. Elevate your managerial approach with practical insights from this enlightening conversation!
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volunteer_activism ADVICE
Define Role Purpose
Define the purpose of each role on your team, not just the tasks.
Discuss the role's purpose with your direct report to gain their insights and create shared understanding.
volunteer_activism ADVICE
Ask Guiding Questions
Frame key objectives as questions, not statements, to promote critical thinking.
Ask "Are we pushing our comfort zone for the customer today?" instead of stating "Everything is customer-centric."
insights INSIGHT
Link Growth and Work
Professional development and personal growth are intertwined.
Stretching the team towards objectives naturally reveals personal growth areas for individuals.
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Jonathan Raymond: Good Authority
Jonathan Raymond is the founder of Refound, where he and his team work with organizations to create a company culture based in personal growth. He’s the author of the book Good Authority: How to Become the Leader Your Team Is Waiting For*. He's also the creator of the Accountability Dial and the courses Good Accountability and Good Alignment.
In this conversation, Jonathan and I discuss the importance of starting with the purpose for a role when considering how to approach one-on-ones. We frame the importance of elevation and linking professional activities with personal growth. Plus, we invite leaders to begin with a few, practical steps.
Key Points
Begin with the purpose of the role. Clarity on expectations and personal growth will both come from there.
Utilize curiosity to begin to align on expectations and what’s next.
Elevation is a key competency for managers in one-on-ones. Help employees link what the role needs and how their personal growth aligns to it.
Be willing to stay flexible on how often and how long you meet for. There are times when more interaction may be wise, but one-on-ones should not take over your professional life as a manager.
Few managers do this well. Even small movement to get better at supporting your employees can provide big returns in retention.
Resources Mentioned
Good Alignment course*
Good Accountability course*
Good Authority: How to Become the Leader Your Team Is Waiting For by Jonathan Raymond
Related Episodes
How to Balance Care and Accountability When Leading Remotely, with Jonathan Raymond (episode 464)
How to Define a Role, with Pat Griffin (episode 517)
How to Help People Thrive, with Jim Harter (episode 532)
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