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You can’t lead a team of people by sitting behind a desk, writing memos. ~ Mark David
I call it “One-on-One Leadership,” but it goes by many names. I’ve heard it called “Management by Walking Around.” Or, alternately, “Face-to-Face” Management. Or sometimes even EB2, which actually stands for “Eyeball-to-Eyeball” Management. Whatever you want to call it, you need some in your coaching philosophy—and here’s why:
I believe that a big part of the leader’s role is to grow more leaders . As a coach, your primary responsibility is to guide, help, mentor and inspire each of your team members to grow to their next level of performance.
The best way to do this, of course, is to spend one-on-one personal/ professional development time with each team member on a regular basis. Face-to-face time (EB2) is best. But if you must manage from a distance, you can still make a great connection with regular one-on-one phone calls.
Related: The Biggest Threat to Fresh Ideas and Innovation
Schedule one-on-one time with each team member on a monthly basis, if possible. Be prepared—plan ahead, have an agenda, and determine your professional development objectives for the meeting.
Inform each team member that one- on-one meetings are reserved for their personal development rather than housekeeping items.
Emphasize that you have a personal stake in ensuring that they grow to become the very best people and employees possible—and you are in their corner all the way.