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How are YOU doing?

When you think of our behaviors, which one shined the brightest since we last met?

What have you learned from others as a result of workstream exposure and/or project work?

Partner outreach to be curious about their role?

As a result of your colleague connections, has anything piqued your interest?

When discuss top accomplishments double click to ask what in particular made that successful (tie behavior to result).

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maybe include a list of additional prompting questions. I know we have resources link posted. Or an option for leaders to customize their own to make it fit their needs better

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Do the segments all have their own 1:1 forms? I know many used to. How do we leverage this in conjunction with what the segments are encouraging use of.

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If this were integrated into Workday where it feeds milestones for mid-year and year-end...

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I'm a manager who's usually very conversational and tracking a lot of projects for six colleagues at a time, so I'm less likely to use a tracker document when I rely on a project management system to document or research projects. My focus in a 1:1 is the qualitative aspect of the work, not the quantity of things they're doing. So I worry this is just another thing we're asking of managers.

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Is it flexible enough for a colleague to use and the manager wouldn't. Or vice versa? In other words, do both parties need to use it, or just share it?

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Maybe an agenda or list section at the top to put a list of topics to be covered. I know a lot of my leaders have templates and include agendas so their leader can review in advance of the 1:1

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Do we also want to have a stronger tie to our values? Keeping those top of mind as well? How does their work fit into the overall vision ... something for leaders to keep in mind.

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This form provides resources for "production" driven 1:1's as well as Career Development. Is it the expectation that it's all talked about during every 1:1? I feel like they are two different types of 1:1's that need to occur.

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Can we link to the articles in Career Hub about 1:1's? Or incorporate the two together?

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Is there a way to better integrate development into almost all the questions and not just have it as its own section of questions (gives impression to do this quarterly and not every time).

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Put it in a word document? Add coaching tips for leaders?

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Competencies could be listed at the top to keep them top of mind and to incorporate into the questions and conversation. Maybe in the top accomplishments section especially

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I liked how broad the questions were - it allowed for a wide array of things to be discussed. I'd also like an element of development included in the template so people keep that top of mind.

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I love the tracker and ability to type things in, but I'm curious what the reality is here - will leaders really save a new form every time they have a 1:1? I think the most effective solution would be something that would support a more on-going conversation and be imbedded into workday.

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Questions and conversation tracker topics are relevant. I like the elements of Start/Stop/Continue in the questions to help colleagues and managers reflect on what's working and what's not.

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I liked the 100 questions for 1:1s with your direct reports. As a colleague I could use this. Do colleagues all have access to it?

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Could we add a section about development? Tie in the competencies there?

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The PDF is beautiful but hard to fill out. A downloadable word template could be easier for colleagues and leaders to leverage.

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Including a question to ask colleagues what are they most proud of this week / this month, etc.

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List of questions are good. I personally wouldn't use the template part, but could leave it as an option for those that would.

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I would like to see us start with connection versus jumping right into the work - reminder for leaders to check-in with people personally.

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Buckets are helpful as a template you can fill out.

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Does this match with the ignite program? And coaching templates? Deck of coaching cards.