What quality goals have people used for improving the one on ones they hold with their directs?
I was promoted into a new position a little over 4 months ago. My directs are all managers themselves, some of them used to report to me in my old role and others used to report elsewhere. I took the opportunity of starting O3s with my directs to 'refresh' my existing O3s.
I have been using the O3 quantity goal that MT suggests, 80% each week (and then month) scheduled and held for 30m. I hit just over 90% for January. I feel like I'm good on quantity now (though I'll keep tracking it for a while -- probably until I have my directs roll out O3s). I am thinking that now is time to set some quality goals. I brainstormed a few ideas, but haven't fallen in love with any yet:
- % of O3s that I prep for 10 minutes beforehand
- % of O3s that last more than 30 minutes (occasionally I've had some that seemed to drag on)
- % where I ask one of the questions at the bottom of the MT O3 form (Alternatively, one of the questions in Ben Horowitz's suggestions at http://bhorowitz.com/2012/08/30/one-on-one/)
- % where we talk about the future (my directs tend to take 20-25 minutes, so I usually have to rush even to get my few minutes, let alone talk about the future)
At the moment I'm leaning towards the first: 10 minutes prep before each O3. But I'd like to hear what other people might have used in the past, either for themselves or those they've coached on rolling out O3s.
I also checked the MT Trinity Rollout Emails, but didn't see anything on O3 goals.
Also, for a bit more context, after about 3.5 months I rolled out the MT feedback model, right now I'm trying to increase the quantity of positive feedback I give each day using the MT poker chip method.