Translated from 日本語 • View original I would like to write about coaching this time as well.
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Companies that operate OKRs often have regular one-on-one meetings to follow up on them.
In 1-on-1 cases, the so-called boss may be in charge or by another person such as a mentor, but here I would like to unify it with "coach" and "member".
Differences between 1-on-1 and previous evaluation interviews
The regular one-on-one is a completely different method and content from the previous evaluation interviews.
First of all, frequency.
Evaluation interviews are basically held at the beginning and end of the semester. Mid-term interviews may be conducted, but most organizations do it three times a year at most.
On the other hand, 1on1s are by far the most frequent and relatively frequent. Once a month, once a week, etc.
And the content.
Assessment interviews are conducted specifically for evaluation. It is common for members to first evaluate themselves, and then the coach communicates the evaluation and explains it.
If anything, it is a one-way communication that is easy to be one-way from the coach to the members.
It is better to spend an hour on one meeting, and it will take at least 20 to 30 minutes.
On the other hand, 1-on-1 often has an evaluative connotation in the end, but in normal communication, the members take the lead in talking. And since it includes relationship building and mutual understanding, the difference is that it is interactive rather than one-sided.
What you can do because you are 1-on-1
In this way, 1-on-1 includes not only evaluation, but also the process of achieving goals and the necessary skill development, so you can spend more time thinking about the growth of your members together.
In addition, it is held much more frequently than evaluation interviews, so it is possible to take care of members in a timely manner.
Traps that tend to fall into 1on-1
Although 1-on-1 seems to be full of good things like this, there are many traps that are easy to fall into when you try it. What does that mean?
Spending a lot of time
Since the coach is taking care of the members, 1-on-1 tends to spend more time than necessary.
Getting too strict
Coaches have more experience than the members, so they sometimes mess up everything they are doing and become too strict.
Too emotional and sweet
Coaches are also human beings, so if the frequency of contact increases, they may not be able to convey emotionally about areas that should have been pointed out harshly in the original coaching.
In fact, the more strict people are, the more they tend to be unable to say anything that is ultimately and decisively harsh when they continue to give harsh feedback every day, and I have recently come to understand that it is not a phenomenon that only spoiled coaches fall into.
If you get stuck, try Plus One
When you fall into this trap, you need to look at it objectively and correct it. The method I recommend is Plus One.
The plus-one here is to bring in another coach.
This person is expected to have a certain level of understanding of the members and a certain level of coaching skills.
By adding a plus one, you can correct the balance that is too harsh or too sweet during one-on-one situations.
In particular, if you have become too emotional and sweet and want to correct it, a third party will be able to ask you if it is really so, and you will be able to talk about things like, "Actually, I didn't convey the xxx part properly."
Butting production is NG
Plus One should not be done in real life. Before doing it, the coach should be well prepared.
Tell the Plus One person in advance what you are not doing well in your current coaching and what you feel about the issues, and check how to correct the course of what did not go well in the Plus One meeting.
In this way, if you can correct the course, you will resume 1-on-1 with a new understanding. If you get stuck in a 1-on-1, please try Plus One.
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