Submitted by England77 on
in
Forums
Hi,
I work in a Gas Utility Company in the UK. In the last month I have just taken over a new roe within in my department.
I'm current managing a Team Leader, who is turn is managing two dispatchers (who receive / make calls and issue work to field staff). I also have a vacancy at the moment, so the only one to one I carry out is with my Team Leader.
Although I know the team leader fairly well (as he has worked in the same department as me for several years) I have have not managed him in the past. Therefore in line with the recommendations in the Trinity I have set up One To Ones, and have reserved giving him feedback to build up our relationship.
I'm now on the 6th week of One To Ones, which is when the Trinity recommends moving onto feedback. It also mentions not introducing this within the One To Ones. Unfortunately as I only have a small team, and the team leader is the only direct I have I do not carry out team meetings (only one to ones at the moment)
Does anyone ideas on how I can introduce One To Ones without my team leader thinking that I am picking him out to do this, and might assume it is based on his performance (negative assumption).
Thanks,
Paul.
Just do it
Simply tell him what you are doing, and schedule it. Let him know that the goal is to have the two of you in synch, and this is an effective method for ensuring you are aligned.
What really matters is the one on one itself. After a few weeks, he'll realize it's a way for the two of you to stay in synch, and it will be OK.
John Hack
Just Do It
John,
Thanks for the reply.
I'm not sure I understand you point. I'm currently having One to Ones with my team leader, my query is how I go introducing the Feedback model I will be using. As it mentioned in the Manager Tools Trinity not to do this in O3's.
Cheers,
Paul Vaughan
As I recall, the guidance
As I recall, the guidance about not introducing feedback in O3s was so that you didn't have to:
- repeat it once per direct
- make sure that you said the same thing "n" times
- make your O3s less effective - after all, this is a message to the "team"
Of course if you have only 1 direct, an O3 would work just fine for delivering a "team" message.
My misunderstanding
I understand your question now. Yes, MTietel is right: you can introduce the idea of feedback in the one on one.
John Hack
One thing you could is send
One thing you could is send out an e-mail to your group, telling them about the feedback model, and telling them that you will provide more details in your O3. That way none of your directs will think you are targeting them. This was listed as a concern in Paul's original e-mail.
Share the Feedback Slides
Paul,
Yes, share it at your O3. I remember M&M stating that you could even share with your direct the feedback slides (either from an Effective Manager Conference or from the premium content membership, which is SO worth it even if I don't get much in the way of kickbacks every time I mention it).
Most people naturally assume feedback is negative. Your direct may STILL not believe you that feedback can be positive, even after you roll it out. Expect some "deer caught in headlights" looks when you ask "Can I give you some feedback?" the first few times. Some skepticism is healthy, so be prepared. Keep at it and, after you've been giving him nothing but affirming feedback for weeks, I'm confident he'll come around.
All the best!
- BJ