The problem this workshop addresses
- 1-on-1s become status meetings with no development lift.
- Managers own the agenda while employees stay passive.
- Important career and performance signals surface too late.
Who this workshop is for
People managers, first-time managers, and senior leaders building a stronger 1-on-1 culture.
- Managers whose 1-on-1s feel repetitive
- Teams where employees wait for direction
- HR teams improving manager habits
What participants leave with
- Redesign the purpose of recurring 1-on-1s
- Use coaching questions without losing accountability
- Create follow-through that employees can own
Client voices from related work
Selected from approved client testimonials that match the theme of this workshop.
“I was able to see actual results from just 1 coaching session. Maik's powerful coaching techniques allowed me to think deeper into my issues, which led me to ultimately come up with the answer that really worked for me. I'm very satisfied!”
“I used to be stressed and overworked because I was firefighting all the time. Through Maik's training, I learned how to empower my team to find their own solutions. In return, I found more time to work on the things that matter most.”
“I have participated in the Leader as Coach programme, facilitated by Maik, both as trainee and supporting the training. I've been immensely enriched both times. Empowering leaders to be better coaches has had good effects across eBay.”
What gets practised
- Agenda contracting
- Coaching questions
- Follow-through design
Workshop flow
Separate status, support, and development conversations
Give the direct report more agenda ownership
Practise coaching questions for real 1-on-1 topics
Build a simple follow-up rhythm
Typical use cases
- Manager onboarding
- People-manager refresh
- Talent development