Every January, the business world buzzes with predictions about the “next big thing” in HR—new trends, fresh ideas, and bold forecasts. As I considered adding my voice to the chorus, I paused to reflect. Are trends really what leaders need? Or is it the timeless practices—setting clear goals, holding meaningful 1-on-1s, and delegating with purpose—that drive lasting success? Maybe the real insight for this year isn’t about chasing trends but doubling down on what works. Here’s how these enduring practices can elevate your leadership approach.
1. Setting Clear Goals: The Blueprint for Success
Effective leaders know that clear goals are essential. They act as a guiding compass, aligning efforts and ensuring progress toward meaningful outcomes. Without well-defined goals, even the most talented teams risk losing direction. Regularly revisiting and updating goals is equally important. It ensures teams stay aligned and allows leaders to address challenges or adjust priorities in real time. By setting clear expectations and fostering a culture of accountability, leaders give their teams the clarity they need to succeed.
2. Regular 1-on-1 Meetings: A Leadership Essential
1-on-1 meetings are where leadership truly happens. As Steven G. Rogelberg noted in his Harvard Business Review article, these meetings are not just an additional task; they are a fundamental tool for building trust, improving engagement, and driving team performance.
The most effective 1-on-1s are consistent, employee-focused, and action-oriented.
Here’s how to maximize their impact:
- Consistency Is Key: Weekly 30-minute sessions work best for most employees, allowing regular touchpoints to discuss progress, challenges, and growth. Leaders managing experienced or highly autonomous team members might opt for biweekly meetings but should avoid less frequent cadences, which can dilute their impact.
- Employee-Led Agendas: Encourage team members to take ownership of these meetings. “Both direct reports and managers rated meetings most highly when the reports contributed to or established the agenda themselves,” Rogelberg explains. This ensures discussions are relevant to the employee’s priorities.
- Active Listening: Effective 1-on-1s are marked by managers listening 50–90% of the time. Leaders should ask open-ended questions, avoid interruptions, and focus on understanding the employee’s perspective.
- Actionable Takeaways: Conclude every session with clear action items for both parties. This reinforces accountability and provides continuity between meetings. By maintaining a regular cadence and focusing on employee development, 1-on-1 meetings foster engagement and create a culture of collaboration.
3. Delegation: Elevating Through Empowerment
Effective delegation is an art, and Brandon Smith’s book, The Author vs. Editor Dilemma, provides a compelling framework. Smith likens leaders to editors and their direct reports to authors. Leaders must resist the urge to dive into the weeds (the “hero trap”) and instead focus on elevating their team’s critical thinking and ownership.
Smith argues that leaders often fall into the trap of “saving the day” when they should be guiding their team toward autonomy. “When you do [the work] all the time, what you’re really doing is creating a co-dependent relationship. Your direct reports never learn how to solve problems; all they learn is to call you,” he explains.
Instead, effective delegation involves:
- Sitting in the Editor’s Seat: Spend 80% of your time reviewing and refining the solutions your team brings to the table, pushing them to take ownership and show initiative.
- Encouraging Critical Thinking: Regularly challenge team members to think through problems and propose solutions during 1-on-1s. Each interaction should build their confidence and decision-making skills.
- Focusing Author Time Wisely: Reserve the remaining 20% of your time for tasks only you can address, such as strategy and culture, and share these insights with your team regularly.
Delegation isn’t just about lightening a leader’s workload; it’s about building a stronger, more capable team. By empowering direct reports to think critically and solve problems, leaders create a self sufficient organization that thrives even in their absence.
References:
Make the Most of Your One-on-One Meetings (Steven G. Rogelberg)
https://hbr.org/2022/11/make-the-most-of-your-one-on-one-meetings
The Author vs. Editor Dilemma (Brandon M. Smith)
https://theworkplacetherapist.com/the-author-vs-editor-dilemma/