SUSTAINLEAD™ · PRACTICE 06
Based on questions and practice tools from GLO:B’s coaching program. This is not a client case or a claim of validated effectiveness.
When is this useful?
Listen to how a person experiences work and what matters to them. Clarify whether the conversation is about everyday work, growth or a change in how they are doing, and create an experience they can return to.
What can you try at work?
Share the purpose, time and two or three questions in advance. Connect with the person and recognize a specific contribution. Acknowledge something you may have missed, listen with curiosity and stay with an answer a little longer. Invite the person to close the conversation, and follow through on promises.
You do not need to answer every workbook question. Choose what is useful now, prioritize the experiment agreed in coaching, and take three minutes afterward to note what happened, what you learned and your next choice.
Let the purpose shape the rhythm of your 1on1.
Possible starting points are about 30 minutes every two weeks for work experience, 45–60 minutes quarterly for growth, and 20–30 minutes when a change in the person’s situation calls for a conversation. Adjust to the person and work. “Team member 8 : leader 2” is a reminder to return to listening, not an exact speaking-time rule.
A question for reflection
Before asking for openness, can I open up a little myself—and stay curious before offering an answer?
What can you record and review?
A working output
Purposeful 1on1 questions, a conversation rhythm, listening intentions and follow-up promises
An observable signal
Notice whether you listened without rushing to answer or explain, what you learned about the person and how they experienced the conversation. A 1on1 does not always need an action item.
Review specific situations and choices alongside any numerical change. Consider other people’s perspectives and organizational conditions. These prompts are not individual appraisal criteria or guarantees of results.
How does this fit into coaching?
The ten-session 1on1 journey explores this theme in the leader’s context and priorities. Rather than prescribing an answer, the coach helps the leader choose a meaningful experiment and integrate what they learn.