Stop Wasting Time In Bad 1:1 Meetings (Issue #29)
Turn your 1:1s into productive, growth-driven conversations with the CSG Method
We’ve all been there: sitting in a meeting, waiting for your manager to log in (7 minutes late), and then listening to them ramble through a list of to-dos and project status updates because this is the ONLY time they have with you.
This is what we’ve come to expect from 1:1s with our managers—but what if I told you there’s a better way?
A way to turn those 30-minute conversations into something more meaningful.
Having been on both sides of a bad 1:1, I’ve learned a few things, and one of the most helpful strategies I've found to reshape and reinvigorate a failing 1:1 is to put structure around it.
This prevents the rambling, venting sessions that neither help you as a leader nor support your team members.
Most 1:1s fall into three common pitfalls:
Lack of direction
Lack of engagement
Failure to foster true development
Connection, Support and Growth (CSG)
Drawing from research on employee engagement, psychological safety, and leadership best practices, I put together the CSG Method—which provides a structured yet flexible approach to 1:1s that works for both employees and managers.
The method is designed to:
Encourage open dialogue and trust (Connection)
Provide actionable support to remove roadblocks (Support)
Foster career development and growth (Growth)
Here’s how you can apply the CSG Method:
1️⃣ Connection: Start with what matters most
Before jumping into work updates, take time to connect on a personal and professional level. Simply put, this builds a relationship and trust.
As the manager, you can begin with an open-ended question: How’s your week going? What’s something you’re proud of?
Take time to check in on well-being and workload balance.
Recognize recent wins, no matter how small.
Pro Tip: Not every employee likes small talk, so be sure to understand how your team members prefer to communicate—adjust your approach based on their comfort level. Some may prefer to dive straight into business, while others appreciate a casual start.
2️⃣ Support: Understand and remove roadblocks with guidance
This is where you shift from connection to action. The goal is to identify obstacles together and provide support—whether that’s solutions, feedback, or resources to help your employee succeed.
Ask: What challenges are you facing? How can I support you?
Provide constructive feedback and coaching.
Identify any process or team-related issues that need attention.
Empower employees to take ownership of solutions, rather than solely relying on leadership.
Pro Tip: Avoid turning this into a status update. Focus on problem-solving and equipping employees with the tools they need to succeed.
3️⃣ Growth: Look ahead & invest in development
The best 1:1s go beyond immediate tasks and challenges—they also focus on future career growth and aspirations.
You can tackle growth by discussing career goals. Ask: What skills do you want to develop? What projects excite you?
These questions can help you:
Identify opportunities for learning, mentorship, or stretch assignments.
Align their current work with long-term aspirations.
Establish action steps to turn discussions into tangible career progress.
Pro Tip: Keep a record of career discussions so you can revisit and track progress in future 1:1s.
The pitfalls of 1:1s to avoid
❌ Turning 1:1s into a status update: Focus on discussions that drive action and growth.
❌ Lack of preparation: Come with a loose agenda or prompts.
❌ One-sided conversation: Ensure it’s a dialogue, not just a manager-led meeting (you should NOT be the one doing all the talking).
❌ No follow-ups: Set clear action items and revisit them.
The key is to establish a cadence for 1:1s, set the stage for the type of discussions you want to have (connection, support, growth), and be sure to document actions so there are clear next steps and follow-ups.
Until next time, stay well
~Colleen