Practice : Regular 1:1s with Coaching Intent

Purpose and Strategic Importance

Regular 1:1s with Coaching Intent are structured conversations focused on individual growth, team dynamics, and reflective improvement—not just task updates. These sessions are vital for building trust, supporting wellbeing, and enabling learning across all levels of experience.

By taking a coaching posture, leaders create space for deeper conversations, unblock development challenges, and help people connect their personal growth to team and organisational success. 1:1s become a critical feedback and support loop, not a status meeting.

Description of the Practice

  • 1:1s are scheduled consistently (e.g. weekly or fortnightly) and protected as a priority.
  • The agenda is co-owned, with space for both tactical and developmental topics.
  • Leaders practise coaching behaviours such as active listening, inquiry, and feedback.
  • Psychological safety, wellbeing, and career growth are regular discussion points.
  • Insights from 1:1s feed into team support, leadership decisions, and improvement themes.

How to Practise It (Playbook)

1. Getting Started

  • Set up a regular cadence and agree a shared purpose with each individual.
  • Use a simple template to guide conversations (e.g. wins, challenges, goals, support).
  • Invite the individual to shape the agenda and topics.
  • Practise active listening—reflect back, pause, and avoid fixing too quickly.

2. Scaling and Maturing

  • Use coaching techniques such as GROW or powerful questioning to deepen reflection.
  • Discuss aspirations, strengths, and learning goals regularly—not just performance.
  • Link 1:1 insights to broader team health and organisational themes.
  • Keep lightweight notes to track progress, concerns, and support actions.

3. Team Behaviours to Encourage

  • Individuals bring topics that matter to them—not just updates.
  • People feel heard, supported, and stretched in healthy ways.
  • Feedback flows both ways—leaders ask for and act on input.
  • Coaching questions (e.g. “What’s getting in your way?”) become part of team language.

4. Watch Out For…

  • 1:1s slipping into status updates with no reflection or growth.
  • Leaders dominating the conversation or turning it into a performance review.
  • Cancelling or deprioritising 1:1s, eroding trust and consistency.
  • Using 1:1s reactively rather than intentionally.

5. Signals of Success

  • People describe 1:1s as valuable time for growth, not admin.
  • Coaching conversations lead to tangible changes in mindset or action.
  • Psychological safety improves across the team.
  • Individuals show increased confidence, resilience, and clarity in their roles.
  • Leaders gain early visibility into risks, tensions, and opportunities.