I recently listened to episode #698 of Coaching for Leaders and found Steven Rogelberg’s insights on structuring 1:1 meetings so useful. Toward the end, he shares a lesson he learned about good intentions. When Dave Stachowiak asked what he had changed his mind on, Rogelberg responded:
“I thought having an open-door policy, being super responsive on emails, and being friendly to my people was enough. I was wrong. I needed to engage in more intentional behaviours, providing opportunities for employees to express themselves more readily.”
This struck a chord with me, especially thinking about my experiences in education. I’ve had many line managers—some fantastic, others more focused on ticking off their agendas. After some meetings, I’d leave feeling drained, wondering how I could have influenced the way things were run. Looking back, I feel a bit ashamed, but it’s like the saying “the water you swim in is the water you know.” We’re often so busy trying to demonstrate control and achievements that we overlook the importance of intentional human connection.
Imagine if we were given the time to dream about where we want to go, with line managers who guide us, help remove obstacles, and introduce us to the right people. When done right, 1:1s can foster meaningful connections and progress. I’m fortunate to currently have a line manager who understands this, and it’s now my responsibility to bring ideas to the table that can drive real change.
Reflecting on past experiences, I’ve had a manager who gave me the space and time to work through challenges. She knew my dreams and supported them with an open heart and mind. There are so many leaders who act with good intentions, but what I’ve realised is that genuine human connection, coupled with a true willingness to support others, can move mountains.
If you’re a line manager, or being line-managed, I highly recommend giving this episode a listen.
From Coaching for Leaders: How to Structure 1:1 Meetings, with Steven Rogelberg, 16 Sep 2024
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