This guidance recommends evaluating directs' performances by the content of what they bring to their One on One with you.

So many of us as managers think of the O3 as a great tool. You build relationships. You communicate. You see things better. You hear things sooner. You get better questions. You get more prepared answers.

But it's also a way to pay attention differently to our directs. Here's a simple way to evaluate our directs' development: has their list of topics in their One on One with us started to match ours?

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