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From a Week in London to Weekly 1:1s: Strengthening Teams Through Connection

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Why Weekly 1:1 Meetings Are Important

When conducted effectively, 1:1 meetings are a valuable tool for both the supervisor and the team member. They provide the staff member with a dedicated space to clarify goals, voice concerns, and receive guidance. For the supervisor, these meetings help reduce interruptions and ensure the employee has a clear plan for the week ahead. By committing to regular 1:1s, you empower your team member to succeed and demonstrate your dedication to fostering an aligned and efficient team.

Scheduling a 1:1 every week creates an uninterrupted time to connect both professionally and personally. During this time, the focus should be on the employee—they should speak at least 80% of the time, while you listen, guide, and support. This meeting is primarily for them, offering an opportunity to raise any concerns that might impact their performance or well- being, ensuring they feel heard and empowered.

Setting the Tone for Productive Conversations

Starting your 1:1s with a quick check-in is essential. This moment allows you to assess your team member’s mental and emotional state before diving into work-related discussions. By understanding where they are, you can tailor the conversation to offer the right support. As we know, an individual’s mindset directly impacts their performance, so if they’re struggling, addressing personal stress or challenges identifying this early in the meeting can make all the difference in how productive the meeting will be.

Start with a Check-In:

Take a moment to ask how they’re doing both professionally and personally. This helps you gauge their emotional state and mental readiness for the conversation ahead.

I recommend asking open-ended questions or, if you’re unsure where to start, using either the 1-5 scale or the Red-Yellow-Green scale as a simple tool to check in at the start of your meetings. These scales will give you insight into how your team member is feeling, setting the stage for a more effective and supportive discussion before diving into work-related topics.

1-5 Scale Check-In:

Professional: “On a scale of 1-5 (one being low and five being high), how are you feeling about work today?”

5 = High: Highly motivated, focused, and accomplishing objectives
4 = Good: Focused, meeting objectives, and having positive momentum
3 = Average: Getting things done, but could improve focus or effort
2 = Below Average: Some progress, but facing challenges and feeling less motivated

1 = Low: Struggling or disengaged

Personal: “On a scale of 1-5 (one being low and five being high), how are you feeling personally today?”

5 = Balanced: Content and energized
4 = Good: Stable, healthy, and feeling positive
3 = Average: Generally okay, but could be better
2 = Below Average: Some personal stress, but manageable

1 = Low: Struggling or stressed

Stress Level: “On a scale of 1-5 (one being low and five being high), how would you rate your current stress level?”

5 = Very High: Overwhelmed, with significant stress
4 = High: Feeling stressed, however, managing under pressure

3 = Average: Moderate stress, and handling everything okay
2 = Below Average: Mild stress, not overwhelming
1 = Low: Calm, and under control

Red-Yellow-Green Scale:

Alternatively, you can use the Red-Yellow-Green scale to quickly assess someone’s mental state. This simple tool helps you gauge how the other person is feeling, allowing you to adjust the tone and focus of your conversation accordingly.

To start, you can ask:

“On a scale of Red, Yellow, and Green, how are you feeling today?”

Red indicates you’re struggling, stressed, or overwhelmed.
Yellow means you’re experiencing some stress, but it’s manageable. Green means you’re feeling good, focused, and energized.

Alternatively, you can phrase it as:

“To help me better understand how you’re feeling today, can you rate your current state as Red, Yellow, or Green?”

Once they respond, this gives you a clearer understanding of their emotional state. If someone is feeling Red, you may want to explore the sources of stress or frustration more deeply and provide additional support. For someone in the Yellow range, you can still offer guidance while checking in on any concerns they may have. When they’re in the Green zone, it’s a good time to focus on progress, growth, and upcoming challenges.

This simple scale helps you adjust the direction of your conversation. If someone is feeling Red, the conversation may need to be more empathetic and supportive. If they’re in the Yellow zone, keep the conversation constructive, and for Green, focus on momentum and positive outcomes.

Ask Open Ended Questions

One of the keys to a successful 1:1 meeting is encouraging your direct report to open up about their experiences, progress, and challenges. By asking open-ended questions, you create a space for them to share their thoughts in greater depth, rather than just providing yes or no answers. This approach fosters a collaborative, two-way dialogue that promotes trust, transparency, and deeper insights into their needs and mindset.

Consider asking questions like:

“What have you been working on since we last met?” This gives them a chance to share updates on their tasks, projects, and accomplishments.

“What went well this week?/What were your wins?” Celebrating successes helps reinforce positive behaviors and boosts motivation.

“Did you have any challenges? If so, please provide details of the situation, the action you took, or potential solutions you’re considering?” This question promotes problem-solving and encourages them to think critically about how to overcome obstacles.

“Were there any actions that you committed to, but didn’t address as planned? If so, what were the reasons?” This helps you identify potential barriers or roadblocks while also creating an opportunity for constructive feedback and learning.

“What can I do to support you?” A direct invitation for them to express their needs, showing you’re invested in their success.

“Are there any roadblocks you are encountering that you need assistance with?”  This provides insight into challenges that may be hindering their productivity and opens up a space for you to offer support.

“Are there any other items that you would like to discuss today?” Ending the meeting with this question gives them the opportunity to bring up any concerns or topics that may not have been covered.

By asking these types of questions, you create a supportive environment where your team member feels heard and valued. This approach not only helps you understand their progress and challenges but also enables you to offer meaningful guidance and support.

 

How to Ensure a Successful 1:1

 

1. Be Fully Present:

This meeting is dedicated to your team member, so it’s important to be fully present and engaged. Avoid distractions such as checking your phone or email. The goal is for your direct report to feel that their time with you is valuable and respected.

2. Schedule in Advance and Stick to It:

Set a consistent time for your 1:1s and make them a priority. Scheduling in advance demonstrates your commitment to this process and shows that you value the time you spend with your team member. Avoid rescheduling unless absolutely necessary.

3. Talk 20% of the Time:

The purpose of the 1:1 is to listen, provide feedback, and offer support, not to dominate the conversation. Make sure your team member does the majority of the talking. Use the time to guide the discussion, offer feedback, and share insights, but let them take the lead.

4. Ask Open-Ended Questions:

Encourage your direct report to share their thoughts, successes, and challenges by asking open-ended questions. This fosters a deeper conversation and helps you better understand their progress, goals, and any obstacles they might be facing.

5. Provide Feedback and Recognize Wins:

Use this time to acknowledge both successes and areas for improvement. Offer positive reinforcement and constructive feedback. Celebrating wins boosts morale and helps motivate your team member to keep moving forward.

6. Set Clear Next Steps:

Always end the meeting by summarizing key action items, setting clear priorities, and confirming who is responsible for what. This ensures alignment and accountability, making it easier to track progress and follow up on commitments in future meetings.

By investing in regular 1:1 meetings, you are not only strengthening your relationship with your team but also creating an environment where open communication, growth, and accountability thrive. These meetings are a critical tool for supporting your direct reports, aligning goals, and addressing challenges before they become larger issues. I encourage you to prioritize these sessions, ensuring consistency and focus.

Your commitment to making these meetings a success will not only help your team members perform at their best but also contribute to the overall success of the team and organization.

Please reach out if you have any questions or need further guidance on conducting effective 1:1s.

Jenny Reilly, MBA | Phone: 604-616-1967 | Email: jenny@jennyreilly.com

The Leadership Advantage: How Town Halls Strengthen Teams & Trust

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Why Town Halls Matter

A town hall isn’t just a meeting—it’s an opportunity to reinforce company culture, provide clarity, and engage employees at every level. When done well, it can transform how a team feels about leadership and the organization’s direction.

Key Takeaways:

  • Strengthens trust and credibility between leadership and employees
  • Aligns the team with company goals and values
  • Creates a space for real dialogue and employee feedback
  • Helps prevent confusion and workplace rumors before they spread

The Power of Communication in Leadership

Leaders who communicate effectively create teams that are more engaged, productive, and invested in the company’s success. But communication isn’t just about talking—it’s about listening, too.

Ways to Strengthen Your Leadership Communication:

  • Make your message clear, direct, and consistent
  • Create opportunities for employees to ask questions and share concerns
  • Use storytelling to make complex ideas more relatable
  • Reinforce the company’s mission and vision regularly, not just at big meetings

What You Can Expect from a Well-Run Town Hall

A town hall isn’t about checking a box—it’s about creating a meaningful experience for your employees. When done right, the impact is tangible.

Signs of a Successful Town Hall:

  • Employees leave with a stronger sense of clarity and direction
  • Engagement levels increase because employees feel heard and valued
  • Alignment improves between leadership and teams, reducing silos
  • Transparency increases, leading to a more open and accountable culture

Best Practices for Running an Effective Town Hall

It’s not just what you say—it’s how you structure the conversation that makes all the difference. Here’s how to maximize impact:

Practical Steps to Improve Your Next Town Hall:

  • Keep the agenda focused and intentional—don’t overload it with updates
  • Have senior leadership present and actively engaged in the discussion
  • Make it interactive—allow Q&A, polls, or breakout discussions
  • Follow up after the meeting with key takeaways and action items

Final Thoughts

  • Communication is the foundation of strong leadership, and town halls are one of the most effective tools to bring teams together. If you’re not using them strategically, you’re missing an opportunity to build trust, clarity, and engagement.
  • How are you using communication to strengthen your leadership? I’d love to hear your thoughts. Please connect with me to discuss strategies for making your next town hall more impactful.
  • Whether you’re seeking executive coaching, strategic business consulting, leadership retreat facilitation, or a dynamic town hall host, I’m here to help.

  • Reach out today—I’d love to discuss how we can work together. Phone: 604-616-1967 | Email: jenny@jennyreilly.com

Reflect, Refocus, and Lead into the New Year 

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Why Reflection Matters as a Leader

Leadership is not just about directing others; it’s also about self-leadership. Reflecting helps us uncover blind spots, recognize patterns, and reconnect with our “why.” It’s a discipline that sharpens our ability to guide others and instills confidence in our vision. By setting aside time for intentional self-review, we cultivate the awareness necessary to grow in all areas of our lives.

The Annual Self-Review Activity

Here’s a step-by-step process I use either the last week of December or the first week of January annually. It’s adaptable, so you can make it your own or share it with others:

Step 1: Celebrate Your Wins

Start by listing your accomplishments over the past year. Think broadly: personal milestones, professional achievements, skills you’ve developed, and relationships you’ve nurtured. Writing these down helps you acknowledge your progress and creates a positive foundation for future goals.

Questions to ask yourself:

  • What am I most proud of in 2024?
  • Which goals did I achieve or surpass?
  • Who supported me, and how can I express my gratitude?

 

Step 2: Learn from Your Challenges

Reflecting on challenges is not about dwelling on what went wrong; it’s about understanding what you can do better. Identify obstacles you encountered and think about the lessons they’ve taught you.

Questions to ask yourself:

  • What were my biggest challenges this year?
  • How did I handle them, and what could I have done differently?
  • What lessons will I carry forward?

 

Step 3: Clarify Your Vision for the New Year

Once you’ve reflected on your wins and challenges, it’s time to look ahead. What does success look like for you in the coming year? Set clear intentions for your personal and professional life.

Questions to ask yourself:

  • What are my 7 to 10 goals for 2025?
  • Of my goals, what are my top three priorities that I want to focus on in Q1?
  • What habits or practices will help me achieve my goals?
  • How will I measure success?

Step 4: Share and Inspire

One of the most powerful aspects of this exercise is sharing it with others. Whether it’s with your leadership team, your family, or your closest friends, inviting others to reflect alongside you builds connection and accountability. Plus, you never know who might be inspired by your journey.

To make this process even easier, I’ve created a downloadable fillable PDF that walks you through each step. It’s designed to be flexible so that you can use it individually or share it with others in your circle. Click the link below to access the guide and take the first step toward a more intentional year.

 

Download the Self-Review Guide

A Personal Note

Reflection is deeply personal, but sharing my own experiences has been transformative. For instance, when I looked back at this year, I found that my biggest growth moments came from challenges I didn’t anticipate. By leaning into those moments, I discovered strengths I didn’t know I had. Sharing these lessons not only helped me but also sparked valuable conversations with my team.

As you embark on your own self-review, I encourage you to personalize it. Add your voice, share your insights, and don’t shy away from celebrating your wins or learning from setbacks. This isn’t just a year-end exercise; it’s a leadership practice that can drive your growth year-round.

Here’s to a year of growth, purpose, and impactful leadership!

 

DOWNLOADABLE FILLABLE FORM

Leadership Excellence

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A Note From Jenny

A Wake-Up Call: Focusing on What Truly Matters

This month gave me a wake-up call in the most literal sense—I took a tumble down the stairs and fractured my T7 vertebrae. While I wouldn’t wish the experience on anyone, it forced me to pause and reflect in a way that life’s usual hustle rarely allows.

The shock of it all reminded me to focus on what’s truly important as we approach the finish line for 2024. Professionally, it’s about prioritizing the projects and goals that have the most significant impact. Personally, it’s about making sure I’m showing up for the people and commitments that matter most.

This unexpected moment of clarity helped me realize the power of reevaluating and readjusting, especially as we close out the year. If you’ve been feeling stretched thin or pulled in too many directions, I encourage you to ask yourself: What adjustments can I make now to focus on what truly matters?

Sometimes, life literally knocks us down so we can get back up stronger and more focused. Let’s end 2024 on the right note—aligned with our values and our vision.

Let’s dive in!

 

The Leadership Edge: Mastering Vision, Strategy, and Communication

Leadership isn’t just about managing tasks—it’s about inspiring action, creating impact, and driving results. Drawing from years of coaching and consulting, I’ve identified eight critical areas where leaders can excel. While each area is essential, today I’ll focus on three that are absolutely pivotal: articulating a vision, thinking strategically, and communicating persuasively.

 

  1. Articulate a Vision

What vision have you painted for your team? Does it inspire action?
A compelling vision is more than a statement; it’s a shared story of where you’re going and why it matters. One of my clients—a highly accomplished leader—once realized he had been so focused on targets that he’d neglected to communicate the bigger picture to his team. The moment he clarified and shared his vision, the transformation was remarkable. Teams align and perform better when they understand where they’re headed and why their contributions matter.

Action Step: Take time this week to revisit your team’s vision. Ask yourself: Would I buy into this vision if it were pitched to me?

 

  1. Think and Act Strategically

Great leaders don’t just focus on today; they look ahead.
Strategic planning isn’t just another task—it’s an investment in long-term success. As you think about 2025, identify your top five priorities and the concrete steps needed to bring them to life. This isn’t just about achieving quick wins—it’s about anticipating challenges and positioning your team for sustainable growth.

Practical Insight: Did you know that organizations with well-defined strategic priorities are 3x more likely to achieve their goals? Strategic thinking ensures your team stays aligned and ready for the future.

Action Step: Start mapping out your 2025 strategy. What roadblocks might you encounter? How will you navigate them while keeping your team aligned?

 

  1. Communicate Persuasively

Your words carry weight, and the way you communicate shapes outcomes. Whether it’s presenting a strategy, delivering feedback, or rallying your team, clarity and impact are critical. Think about a recent message you delivered—was it clear, concise, and inspiring? Consider how you might refine your communication style to make a stronger impact.

Action Step: Reflect on a recent meeting or presentation. How could you communicate your ideas more effectively next time?

 

Leadership in Practice: A Quick Exercise

Take a moment to assess your leadership approach in the three areas:

  1. Vision: Does everyone on your team understand your long-term goals and how their work contributes to achieving them?
  2. Strategy: Have you outlined a clear plan for 2025? Are there any gaps that need addressing?
  3. Communication: How often do you communicate key messages, and are they resonating with your team?

Set aside 10 minutes this week to write down your thoughts and identify one area to improve.

 

Looking Ahead

I encourage you to reflect on these three areas: vision, strategy, and communication. They are the foundation of leadership excellence and, when mastered, can elevate both you and your team to new heights.

Remember, leadership isn’t about perfection—it’s about progress. Here’s to leading with clarity and confidence,
Jenny Reilly

 

Leadership Focus: Decision Clarity, Delegation, and Strategic Vision

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1. Decision Clarity: Using a Matrix for Smarter Choices

As a leader, I know that decision fatigue is real, especially in Q4, when so many critical choices need to be made before the end of the year. A decision matrix can help simplify complex decisions by weighing different factors systematically. It’s an excellent tool to ensure that your choices are aligned with long-term goals while considering all relevant data.

Practical Takeaway:

List key options: Identify 2-4 choices for your decision.
Determine criteria: What matters most—cost, time, impact, or alignment with company values?
Score objectively: Use a simple 1-5 scale to score each option against your criteria, and let the data guide you.

Implementing this structured approach allows you to make decisions with greater clarity and confidence, ensuring that your leadership remains forward- focused.

 

2.  The Power of Delegation: Letting to Better Lead

One of the greatest leadership challenges is delegating effectively. When leaders try to do it all, they often become bottlenecks. True delegation involves trusting your team, giving them responsibility, and allowing them to take ownership of key tasks.

Practical Takeaway:

Delegate the outcome, not just the task: Focus on the “what” and allow your team the freedom to determine the “how.”
Align strengths with tasks: Ensure that responsibilities are assigned based on team members’ skills and interests. Create feedback loops: Establish regular check-ins to track progress and provide support, but avoid micromanaging.

By embracing delegation, you empower your team to grow while freeing yourself to focus on higher-level strategy.

 

3. Strategic Vision: Planning with Purpose for 2025

While Q4 is often consumed by year-end tasks, it’s also an opportunity, if you have not already done so, to set your strategic priorities for 2025. Effective planning is not just about execution—it’s about envisioning where your team or business is headed and preparing for future growth.

Practical Takeaway:

Near-term priorities: What can your team realistically achieve by the end of the year?
Long-term roadmap: Draft a high-level plan for 2025, outlining key milestones and strategic goals.
Communicate clearly: Share your vision with your team, ensuring they understand how their work fits into the broader picture.

Having a clear strategic vision for the upcoming year will help your team stay focused and aligned as you enter 2025 activities.

When you consistently address these foundational elements, you create a resilient team that’s prepared to face challenges head-on.

 

By focusing on these core leadership areas, you’ll not only guide your team to success in Q4 but also set the stage for continued growth into 2025. If you’re looking for deeper guidance on implementing these strategies, I offer coaching, consulting, and retreat facilitation tailored to leaders just like you.

Reach out today to explore how we can work together to elevate your leadership impact.