Listening Is Key to Effective One-on-Ones

Cathie Leimbach • September 15, 2026

Tom walked into his one-on-one feeling relieved.


For a week, he had been struggling with two critical assignments. His supervisor had delegated them without much context, and Tom wasn’t clear about the desired results or how to get started.


Surely, he thought, we can sort this out today.


Fifteen minutes later, Tom walked back to his desk just as confused.


His supervisor had done nearly all the talking—reviewing priorities, sharing updates, and reminding Tom that the two assignments were important.


But he never asked the question Tom needed to hear:


“What do you need from me to be successful?”


When One-on-Ones Become One-Way Conversations


This happens more often than we might think.


Leaders enter one-on-ones with a list of things they need to communicate. They talk through the list, ask if there are any questions, and move on to the next meeting.


But a one-on-one should do more than transfer information.


Its purpose is to help the employee succeed.


That requires conversation—and conversation requires listening.


Ask what the employee wants to discuss. Listen for what is getting in the way. Do they need clearer expectations? More training? Better resources? Help making a decision? Encouragement that they are headed in the right direction?


Then determine together what each of you will do next.


Try This in Your Next One-on-One


Instead of starting with your agenda, begin with one simple question:


“What would be most helpful for us to talk about today?”


Then listen.


You may discover that the most valuable thing you contribute to the meeting isn’t what you say. It’s what you learn.


Conversation is Where Leadership Happens™


If this has you thinking about the conversations you have with your team, join me at the Workplace Conversation Clinic on September 21. Bring a question about your one-on-ones or a conversation you’re finding difficult, and let’s work through it together.


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Are you Supporting Your Employees to Overcome Hurdles?

By Cathie Leimbach • September 8, 2026
For weeks, Mary had been frustrated with frequently occurring delays in shipping. During her one-on-one with her supervisor, she finally told him what was going on. He listened, asked questions, and said he would look into it. She left the meeting feeling encouraged. Maybe this situation would finally get resolved. A week later, her supervisor started their one-on-one by asking “So, what do you want to talk about today?” He didn’t mention what he had learned about the problem in shipping. “Of course not!,” she thought. “Nothing is going to change.” So, she sadly replied, “Nothing really. Everything’s fine.” Sometimes employees stop talking because experience has taught them that speaking up doesn’t make any difference. One-on-ones are an opportunity to change that. Give the employee a voice in what gets discussed. Help them address bottlenecks. Follow-up on your to dos from the conversation. It can be as simple as: “Last week we talked about the shipping problem. I checked into it, and here’s what I found out. A possible solution would be this .... How do think that might work? ... What other ideas do you have?” The message is clear: I heard you. I remembered. What you have to say matters. And when employees believe their concerns and ideas matter, they’re more likely to keep speaking up. Conversation is Where Leadership Happens™ What Workplace Conversation Are You Struggling With? Maybe an employee has stopped talking. Maybe you’re dealing with accountability, conflict, attendance, performance—or simply a conversation you’re not quite sure how to approach. Bring it to the FREE Workplace Conversations Clinic on September 21. Join Cathie Leimbach and other leaders to talk through real workplace people challenges, hear different perspectives, and get ideas for moving forward. Register Here 

Build Thinkers, Not Followers

By Cathie Leimbach • September 2, 2026
Many leaders don't set out to become the answer to every question. It happens gradually. Someone asks their leader how to do it because it's faster than figuring it out. Another employee waits because they don't want to make the wrong decision. Before long, you're answering questions your team should be able to answer on their own. The good news is that you don't have to be the answer to every question. You can build a team that thinks, solves problems, and takes ownership without you giving up appropriate control. Here are a few places to start: Ask Before You Answer When someone brings you a problem, don't start by giving them the solution. Instead, ask:  What do you think? What options have you considered? What would you do if I wasn't here? People grow when they think through problems—not when someone else thinks for them. Let Small Decisions Stay Small. Not every decision needs your approval. Look for low-risk opportunities where employees or supervisors can tell the employee to make the call themselves. Confidence grows with experience. Praise Initiative, Even When It's Imperfect. If people believe they'll be criticized every time they make a decision, they'll stop making them. When someone takes ownership, recognize their initiative. Coaching them to make a better decision is easier in the long run than making every decision yourself. Notice the Questions That Keep Coming Back. If you're answering the same questions week after week, don't just answer them faster. Ask why they're still being asked. The issue may not be your people. It may be an unclear expectation, an inconsistent process, lack of training, or a conversation that never happened. Helping people think for themselves doesn't happen in one meeting. It happens through dozens of everyday collaborative conversations that gradually build confidence, judgment, and ownership. Conversation is Where Leadership Happens™ You don't have to figure it all out alone. Bring your workplace people challenges to the FREE Workplace Conversations Clinic September 21. Join Cathie Leimbach and other leaders for a practical conversation about the people challenges you're facing—and leave with fresh perspectives you can put to work. Register HERE