In the Project Oxygen study, Google found that higher-scoring managers are more likely than lower-scoring managers to have frequent one-on-one meetings with their team members. Meeting frequently and individually with team members can require a large time investment but can identify issues early and provide a forum for the manager to give feedback and guidance.
You don’t need to have all the answers to succeed. Organizations are too complex! Everyone’s opinions and strengths are required. As a leader, facilitate interactions among the members and become a coach for them. Listen to their needs, identify their blocks and strengths, and help them build a path to grow. But this can’t be done during a team meeting or a retrospective. Individualize your support through frequent one-on-one sessions. Meet them where they are, when they need it the most.
Three questions for you
- How often are your one-on-one meetings with your team members? Is that enough?
- What are you doing to identify your team’s strengths?
- What are your own blocks during one-on-one meetings?
Help your team make a mind shift from Me-centric thinking to We-centric thinking and become a We Culture champion!
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