1-on-1 Meetings Course: Beyond Status Updates, 270+ Tools

Your one-on-ones turned into status updates? Run 1:1 meetings with ready agendas, coaching questions, feedback scripts

Description

This course contains the use of artificial intelligence.

The weekly one-on-one is in the calendar, and it has turned into a status update that both sides would be glad to cancel. Here are 272 tools to make it the meeting people wait for: 175 ready-to-use question lists, templates, checklists, procedures and matrices, 85 models and methods, and 12 services and apps shown on screen.

Open a lecture, take the agenda and the questions, use them at your next meeting.

Why one-on-ones turn into status updates

The manager asks what has been done, the employee lists tasks, and in twenty minutes both go back to work. Nothing was said about what stands in the way, what the person wants and whether they are thinking of leaving. The manager learns about the problem from a resignation letter. A status can be read in a tracker. The one-on-one exists for what is not in the tracker.

What changes after this course

You know how to open the meeting and what to ask. You choose the type of meeting for the situation: goals, coaching, feedback, burnout, conflict or career. You give feedback that is heard and hold difficult conversations by a procedure. People bring you problems while they can still be solved. And you can launch one-on-ones across the company and train other managers.

What is inside: 272 tools, counted lecture by lecture

You do not have to take this number on trust. Open any lecture and read its description: every tool inside is listed there by name.

• 42 downloadable resources: the lecture presentations
• 175 ready-to-use tools inside the presentations:
• 72 question lists and scripts: coaching conversations, performance feedback, burnout screening, career development
• 34 templates and sample documents: one-on-one meeting agenda, individual development plan, employee interest map, feedback preparation table
• 29 checklists: employee issue diagnosis, employee demotivation, coaching session preparation, effective feedback
• 25 step-by-step procedures and workflows: difficult conversations, six-step coaching conversation, SBI feedback, interpersonal conflict resolution
• 11 scorecards, rubrics and matrices: personal energy assessment, feedback topic prioritization, people management competency levels, goal achievement competencies
• 3 other working tools: feedback gap interview, feedback belief reframing, feedback stress reduction
• 1 ready AI prompt for the one-on-one business case
• 85 models and methods explained with examples: Project Oxygen, Thomas-Kilmann conflict modes, Radical Candor, situational leadership
• 12 services and apps shown on screen, from a quick look to a detailed demo: 15Five, PeopleForce, Bonusly, Slack, Miro, Asana, Google Forms and others

Where the tools are

• The one-on-one core (3 sections, 6 lectures, 46 tools). Why and how to structure the meeting, types of one-on-ones, relationships, coaching with GROW, feedback and difficult conversations, launch in the company.
• Employee feedback skills (6 lectures, 40 tools). Feedback anxiety, six-step scripts, continuous feedback, personality and recognition.
• Coaching skills (10 lectures, 51 tools). Coaching principles, active listening, powerful questions, goals and motivation.
• Leadership development (8 lectures, 96 tools). Manager competencies, strategy and goals, delegation, teams, engagement and communication.
• Conflict management (6 lectures, 35 tools). Types and causes of conflict, prevention, negotiation and mediation.
• Mentoring skills (6 lectures, 32 tools). Goals, matching, the first meeting and closing the relationship.

The core of the subject is the first six lectures. Most of the tools are in the five skill sections: these are the skills a one-on-one is made of.

Who is teaching

I am Mike, the #1 HR instructor on Udemy, with 1,800,000+ course enrollments from 170,000 students, and the author of about 200 books on Amazon. I built the people system at Preply as it became a unicorn and worked at Wargaming, iDeals and Alfa-Bank across 20 years in HR. I hold PHRi, SHRM-CP and HCI sHRBP certifications and represent HRCI in Eastern Europe.

I have been on both sides of this meeting. At Alfa-Bank, after one more restructuring, I was moved under a manager I had not chosen and who had not chosen me. Meetings with him were hard labour for me: I dreamed that they would be cancelled for any reason, the way a schoolchild hopes the teacher will not come. Later, at the STB television channel, a manager from the holding held full one-on-ones with me once a week. I waited for that day more than for Saturday, because I wanted to talk through my problems and get advice. This course is about the difference between those two meetings.

What this course is not

It is not a professional certification. You receive the Udemy Certificate of Completion and a working set of agendas, questions and scripts.

How to use the course

Go through the first six lectures in order: they give the structure of the meeting. Then open the skill section you need most now: feedback, coaching, leadership, conflict or mentoring. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.

What is included

• 43 lectures across 8 sections, 20 hours
• 42 downloadable resources: lecture presentations
• 272 tools across the lessons, including 12 services and apps shown on screen
• A 10-question practice test, a quiz and a role play
• Lifetime access to all materials
• Active instructor support in the Q&A section
• A Udemy Certificate of Completion

Where to start

Take your next one-on-one. Open the first lecture, take the meeting agenda and three relationship building questions, and do not ask about task status at all. See what you hear that you did not know. Enrol now and start your first lesson today.

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