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    5 Steps to Impact Your Lead Gen Team with Effective One-on-Ones

    Sep 26, 2017 1:36:39 PM Gabrielle Guidero

    What the development process leads to

    One of the most important ways to get the most out of each of your people is by conducting consistent, monthly Performance Development Meetings, also known as one-on-ones. These meetings allow the two of you to develop a game plan that is customized for them and their roles and responsibilities, and that will help them focus their activities in the areas that matter most. Many team leaders speak to their staff daily, but they realize that those interactions don’t replace these monthly uninterrupted one-on-one meetings.

    Outlined below is the 5-step process to conduct an effective one-on-one. This will help you and your team members hone-in on what’s important quickly, eliminating wasted time while helping and improving your team member’s skills and engagement:

    Step One-Rapport

    Begin dialogue with an agenda statement

    • Purpose of meeting
    • Current situation
    • Desired situation
    • Build a game plan
    • Gain input on agenda from your team member

    Step Two–Discovery

    Ask questions concerning

    • Current situation vs. desired situation
    • What’s working and what’s not working
    • See situation through your team members perspective
    • Discovery / Summary

    Step Three-Solution/Game Plan 

    Build a game plan to the desired situation

    • The solution/game plan ideally comes from your team member with accountability; or, you can recommend a solution/game plan that your team member agrees to execute
    • Get clear action steps

    Step Four – Commitment

    Summary of action plan

    • Review action steps for both the team member and yourself
    • Review expectations for both the team member and yourself
    • Agree on how, and when to review results

    Step Five - Encouragement

    Affirm your confidence in your team member

    • Express your optimism
    • Be sincere
    Conducting one-on-ones are important, not only to help gauge where your team members need help in developing their skills, but also in maintaining their ‘health’ as an employee. It also provides you with the opportunity to transfer skills based on where your team members need help in developing their talents.

    This process will help you nurture your team, and help find any topics they may be unhappy or concerned with – this could range from leveraging customer data and buying signals to successfully navigating a sea of sales content and tools available to them.

    Your team members need to feel like they’re being heard and understood, and that you as their leader genuinely want help them improve their situations and set them up for success. This process will help you get to the root cause of their situations and – ultimately – help increase their confidence, effectiveness, and willingness to work.

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    Gabrielle Guidero

    Written by Gabrielle Guidero