1. March Madness for Managers 2006
One-on-One
Even if you are not a sports fan, it’s hard to ignore “March Madness”.
It’s the time when some of the best games in college basketball are played. 65 teams battle it out to be crowned the National Champion in Division I basketball.
The games are played and the teams are narrowed from 64 to the 32, to the “sweet 16”, to the “elite eight”, to the “final four” and then the ultimate goal – the championship game “one-on-one”.
Much blood, sweat and tears are shed in preparation for this tournament. But it all boils down to who plays the best team ball – who can demonstrate the skills and perform the fundamentals to the highest ability.
But they all started somewhere - back on their home court – working with their coach and practicing “one-on-one”.
Today we are going to take a look at the theory of “one-on-one” and how you can apply some of the same ‘fundamentals’ in your one-on-one sessions with your employees – with you, the manager, being a “player”.
March Madness for Managers
2006

2. Session Objectives Focus on Fundamentals Drill Down the Drill
Plan the Practice
Practice the Plan
Our session objectives today:
However, before we get started, I think we need a little demonstration of what exactly ‘one-on-one’ looks like.
ASK: I need two volunteers.
Have them demonstrate.

3. Focus on Fundamentals Dictionary Definition
Of or relating to the foundation or base
Elementary
Forming or serving as an essential component of a system or structure
Before we can really talk about the one-on-one drill, we need to talk about some fundamental skills that are required in basketball. The dictionary defines ‘fundamental’ as:
(John Wooden story about teaching his players how to put on their socks at their first practice. )

4. Focus on Fundamentals Ball handling Passing Rebounding Shooting
Scoring
Working on projects
Taking care of members
Assisting others
Delegating
Overcoming objections
Staying positive
Making referrals
Offering suggestions
Making the sale
Being responsive
Let’s compare some of the fundamentals in basketball to the fundamental skills we feel our employees should have.
(Can question them about the fundamental skills they want their employees to have).

5. Drill Down the Drill One-on-One Frequency Duration Positions Purpose
We are going to “drill down the drill” and take a look now at some of the components of a good one-on-one drill.

6. Frequency Not every day Between games As often as it takes
One-on-one sessions aren’t held every day. A coach does not generally use this drill in every practice because there are many different things that they need to work on.
One-on-one happens between games. Just as our sessions with employees should be held between PA sessions
This differs for each coach – maybe you need to have these sessions weekly, every two weeks or maybe just monthly.
Coaching doesn’t just happen during practice – it’s during the “game” – our normal workday as well.

7. Duration Short sessions Maximum 30 minutes
Depends on the players needs
These are short sessions – not marathons
Good rule of thumb is 30 minutes, but can be anywhere from 15 minutes to an hour. However, having a set time will help focus both ‘players’ (you and your employee) – just as a game clock helps to give a feeling of urgency to get the job done. But sometimes you might have to go into OT.
Session duration will depend on both players needs.

8. Let’s Play!
Grab a partner – and do a little one-on-one action.

9. Positions Offense Defense Not a team drill
As demonstrated earlier, one person was on offense and one was on defense. In a good one-on-one practice session, each player gets to perform in both roles. This should be the same in our sessions with employees.
For example, if you are in the session and you are talking to the employee about their sales and referrals, they may feel that they are on the ‘defense’ side of the communication flow. Conversely, when you ask them to tell you about the status of any projects they are working on, they will then be on ‘offense’ – and you need to step back and listen.
Don’t think of these as being ON the offense or needing to be defensive.
Simply a reminder that the one-on-one session is a give and take – not one-sided.
This is also how we would encourage Performance Appraisals to be as well.
*This is not a team drill – many times we try to fix individual problems by trying to direct things to the team as a whole. And it goes right over the head of the one person you are trying to reach. A good coach will help to strengthen and direct individuals instead of offering general critiques to the team. A department meeting or training session won’t make them ‘get it’ – they already ‘got it’ (the fundamental requirements) – it is up to the coach to lead the practice.

10. Purpose Practice fundamentals Build on good habits Stop the bad habits
Conditioning
Improve reaction time
Small adjustments = maximum return
Focused feedback
What is the underlying purpose of a one-on-one session?
Practice the fundamentals that we talked about earlier- handling objections, being responsive, etc.
We want to encourage the good habits – positive reinforcement in every session
Nip those bad habits in the bud – not using a member name for example. Reinforce the expectations. (Note: these sessions are not meant as disciplinary coaching sessions).
Conditioning – this is what can make/break a team. Everyone needs a chance to play. Get them in the habit of the one-on-one session and they will be more prepared to participate and play in the game. They won’t need to take as many ‘time-outs’
Improve their reaction time. By encouraging and coaching along the way, they will learn the expected behaviors. By reinforcing what they are doing right (responding to member questions) will give them the confidence to continue to do so.
The quicker someone is aware that they are doing something incorrectly allows them to respond more quickly to correct the behavior. If you wait until PA time to tell them about your concerns (tardiness, dress code) – they have been building a bad habit unconsciously and with your blessing.
Never underestimate the power of positive feedback. An employee seeks your approval, your time and your attention…ALL THE TIME!

11. Plan the Practice Take their temperature Hone what they hate
Sharpen their ax
Focus on fundamentals
Transaction results
Mystery Shoppers results
Sales results
Project status
R-A-R-A-R-A “Be”-Attitudes
Here are some ideas of what you can cover in a one-on-one session.
Ask them “how are you doing” vs. “how are things going” (more personal)
Hone what they hate – Piggy Lambert, coach of the Purdue Boilermakers believed strongly in this. If a player only wanted to shoot and didn’t like to rebound or pass, he would make them drill on those two things before he would allow them to shoot.
Sharpen their ax – positive reinforcement again is a powerful tool. The story of two woodcutters with the same exact ax. One kept cutting wood all day and didn’t stop, the other one would take a break every so often and then go back to work. Who cut the most wood? The one who took the break to sharpen his ax. Do the same with your employees. Find something good (more than once a year!) to compliment them on.
Focus on fundamentals – those things that we want to encourage.
Mike Wilt video clip here
Do you remember the Be-Attitudes that we said were important and incorporated into the PA?

12. R-A-R-A-R-A Respectful Accurate Resourceful Attentive Responsive
Appreciative
Encourage and reinforce these behaviors when you see them demonstrated.

13. FUNDAMENTAL FUN DA MENTAL Let’s break it down:
*FUN – we need to have FUN at work
*DA – we all have “duh” moments – learn from them and go on
*MENTAL – playing the game is as much mental as it is physical – especially in our industry

14. Practice the Plan Grab a partner 5 minute drill Take their temperature
Sharpen their ax
Ask about a project
Switch positions
Have the ‘players’ team up – have 5 minutes to run the drill, then 5 more minutes to switch positions.

15. Summary One-on-one is critical to individual development
Individual development is critical to the development of the team
Team development is critical to the success of the organization
Reinforce

16. Session Objectives Focused on Fundamentals Drilled Down the Drill
Planed the Practice
Practiced the Plan
Our session objectives today were:

17. That’s the game!
Our Practice Session is complete – thanks for coming!