A one-on-one should not be a status update dressed up as development.

In this episode, Christine explains how to run a one-on-one that leaves the employee thinking more clearly, taking greater ownership and carrying the next commitments — rather than leaving the manager with more work.

The discipline starts before the meeting with employee pre-work. During the conversation, the manager prepares questions rather than answers, listens properly, allows silence, resists rescuing “I don't know”, and keeps the employee in the driver's seat.

The conversation should move beyond what happened this week and into capability:

• What pattern are you seeing?

• What are you learning?

• What are you avoiding?

• What can you do now that you could not do three months ago?

• What are you committing to next?

The same rhythm helps with underperformance: use evidence, define the gap, understand the cause, agree the next action and follow up.

A useful final test is simple: who left driving the taxi?

Practical leadership tools and resources:

https://christinebeard.com.au/

This episode connects directly to the Leadership Execution System, especially the Pre One-on-One Worksheet, One-on-One Facilitation Guide, Employee Progress Journey and What Success Looks Like:

https://christinebeard.com.au/leadership-execution-system