Submitted by thedave on
in
Forums
Hi there!
Just starting out as a new manager, I am asking myself: How many one on ones can I handle? I don't want to micromanage, but I also don't want to exclude someone.
Sorry if this question has been already asked. Has anyone experience with this? Will I be able to do O3s with 20 directs? Or better pick just the leads and top performer?
D.
You can handle as many O3s
You can handle as many O3s as you have directs. It may sound a little overwhelming but you can handle it and you'll end up having more time in the long run. When I first started having O3s, I had 35 directs. I had to tweak the scheduling after a month or so but O3s really are the best management tool you can have.
I agree
Hi D
I agree fully with MPORTER.
I have had up to 22 directs recently in DK, PL, and CN where I had O3s with each and every one. In the beginning I closely followed Mike and Mark's rule about having them each week, but I eventually moved to every 2 weeks once the relationships were stronger and we had less new to talk about. I had (and have) a hard time implementing the feedback model - though not for lack of understanding it, so I have been using coaching a lot and the time is filled up again so the bi-weekly O3s make sense. My problem with using feedback is because my team members all do different technical IT jobs where I am unable to assess if feedback is needed and also since I cannot observe them most of the time, so I can only give feedback on observed behavior related to interacting with others when I'm there and based on what they write in emails.
As Mike and Mark have stated in the show several times, spending 30 min per direct will only eat, in my example, 11 hours per week of my time, if done as recommended. This minimizes interruptions so the remaining time is free to do all the other things I need to do and the occasional urgent interruptions from a few directs. Compare this to no O3s and frequent interruptions from the directs and them feeling you are hard to get access to or you not having time for your stuff. Having the strong relationships from O3s will make communication more effective with your directs as trust is built, you mutually understand each others tendencies, humor, and sarcasm, and you are better aligned on tasks, authority, and responsibilities.
In my opinion it is better to have O3s with everyone on your team and do it bi-weekly than to have weekly O3s with only some of your directs.
Cheers,
Lars Axelsen, Denmark
DiSC 6621
Thanks you so much
Hello!
Thanks your your replies! Much appreciated.
I stumbled upon this podcast just a few days ago (I came from Software Engineering Radio, which is also great). Hence I didn't listen too all episodes yet, but will take a look at the feedback model.
I guess I have to do weekly O3s at first (maybe extended to an hour in the first week) and later move on to every other week, like you said. Depends on my other tasks I have in my new role.
I will start in January, so I still have some time to think about this. Also I will have to think about the freelancers / contractors in the team, not sure about doing O3s to this extend. Sure, I must get to know them and give feedback. But I don't think I will have to develop a permanent business relation and coach them?
I also listened to the episode for new managers, this was really helpful.
Thanks your help so far, any other hints will, of course, be highly appreciated.
D.
I wouldn't recommend
I wouldn't recommend extending the time to 1 hour the first week. A 30 minute O3 will set the tone for the future ones and you're more likely to stay on track knowing you have a shorter time. My experience is that the longer you schedule, the longer you take but get nothing additional accomplished. Good luck!