yOUR ONE-TO-ONE’S ARE NOT CASUAL CHECK-INS.
tHEY’RE LEADERSHIP OPPORTUNITIES.
Most Managers are never taught how to run one-to-one’s. They were just told they mattered. So they wing it.
Here’s the structure I wish every Manager had from day one:
READ THE LATEST ISSUE OF: THE MANAGER MINDSET
They shouldn’t feel awkward, rushed, or unproductIve.
DON’T WING YOUR ONE-TO-ONE’S.
If you’re thinking:
“These meetings go nowhere.”
“I’m repeating myself, constantly. “
“I’m not sure if this person is actually growing.”
“I leave these meetings more tired then when I started.”
“I don’t know if I’m doing this right.”
Your team is thinking the same. Your team experiences your leadership through your one-to-one’s.
I see you. Managing people is harder than anyone admits. Here’s a structure that actually helps:
MEET YOUR MENTOR
I’ve spent my career leading teams through growth, pressure and complexity. Not in theory, but in real operating environments where people, performance, and trust all matter at once.
Like most Leaders, I wasn’t handed a playbook for managing people. I learned through experience: what works, what doesn’t, and where Managers silently struggle the most.
That’s why mentoring isn’t about motivation or generic leadership advice.
It’s about helping you:
think clearly about your people
navigate difficult conversations with confidence
build trust without carrying everything alone
applying structure in a way that fits your team, not a textbook
If you’re trying to be a thoughtful, effective manager, and want space to think, ask real questions, and get grounded guidance, mentoring gives you that.