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To run effective 1-on-1s, shift from status updates to coaching by using the GROW model for problem-solving and Level 3 listening to build trust. This approach empowers direct reports, fosters accountability, and integrates dedicated time for career development conversations.

The GROW model is a structured problem-solving framework used in 1-on-1 meetings to guide coaching conversations. It helps managers shift from advising to empowering direct reports by structuring goal-setting and action plans, fostering accountability and career development during sessions.

Prevent employee burnout during 1-on-1s by incorporating well-being checks that assess employee joy and recovery. Alongside soliciting self-criticism and discussing performance, this proactive approach ensures direct reports feel supported and prevents chronic workplace stress.

Solicit self-criticism in a 1-on-1 by creating a trust-based environment using Level 3 listening. Encourage direct reports to evaluate their own performance openly, which enhances coaching quality and fosters accountability rather than simply providing top-down feedback.

The best way to transition 1-on-1s into trust-building sessions is to adopt a coaching focus using structured techniques. Utilize Level 3 listening for deeper understanding, integrate career development discussions, and use the GROW model to empower direct reports instead of just exchanging status updates.