Hello all. I will be away for possibly a month or two for medical reasons next summer and will be leaving my assistant to manage things while I'm gone. Should I have them do O3s while I'm gone? If so, how do I transition them into that role? I've been doing O3s for about 3 months now, and I really see the benefit, and I would like my assistant to build on their relationship with the team if they're going to be managing them for the time that I'm gone.

My thought was to have them start sitting in on O3s a month before I leave, but I feel like this might be awkward for the rest of the staff. Should I just have them take over the regularly scheduled meetings once I'm gone?

Thank you in advance for your thoughts.

- Nathan

uwavegeek's picture
Licensee Badge

Very interesting question.   I read this a few times, an easy answer eluding me.

One on ones.  The purpose is to develop relationships.   I think having another there undermines the relationship building.  I've tried it years ago when transitioning in and found it less than effective.   I would advise against it.  It could literally and figuratively become a 'two-on-one'.

If your assistant is the interim manager, I would have them do O3s.   If nothing else, it will help set your assistant up for future managerial roles and provide a single point of contact for your responsibilities while you are gone.  

I would have your assistant reivew the peer one on ones and the peer feedback model casts.


All the best and good luck,


mrreliable's picture

I agree with Neil. It sounds like the interim person has an assitant manager role. Part of that role would be training to be a manager down the line. Having them do O3s would be a great learning process for the assistant and for the directs as well.

It would probably be a good idea whether you were going to be away or not. Perhaps start moving your assistant to perform occasional 03's so they learn the process. It will also confirm to the directs that this is about process, not personalities, and will ease the transition when you step away. Once you're gone it will just be a matter of continuing the process of interim 03's, with reports to you, rather than a completely new process in addition to the disruption of you being gone.

I see lots of upsides to acclimating your assistant to that role, whether or not you have to step away later.

There are some people who will worry about teaching someone else how to do their job thinking it makes them less secure. My response is a question. "Who's more valuable, the goose who lays the golden egg, or the goose who can teach all the other geese to lay golden eggs?"