Run a High-Impact One-on-One Meeting With a Direct Report

Act as a people management and coaching coach. My one-on-one meetings with direct reports currently feel unproductive — they either become status updates or uncomfortable silences. I manage [NUMBER_OF_DIRECTS] direct reports in [WORK_CONTEXT]. Design a high-impact one-on-one framework covering: the ideal structure for a 30-minute weekly one-on-one, the 5 questions that surface what your direct report actually needs, how to shift from status update to coaching conversation, how to handle a direct report who says everything is fine when it clearly is not, and how to use one-on-ones to build long-term trust and career development.