Set Yourself up for Success on Your Next 1:1 Call with Your Manager with Danielle Cobo

Danielle Cobo  0:05  
Hey beautiful Welcome to dream job with Danielle Cobo podcast. I am Danielle Cobo, elite career coach. And I believe every woman has the power to step into their dream job, earn the salary they are worth, and live the life they desire. Each week you join me, you're going to hear from these inspiring women who have overcome adversity and leveled up their career, you're going to learn how to eliminate that inner critic that is holding you back from pursuing your dream. How to build confidence, create healthy boundaries, to transition burnout to re energize and gain clarity on how to accelerate your career. It's never too late to pursue your dream job. The time is now are you ready? Welcome to another episode of dream job with Danielle Cobo. I am your host, Danielle Cobo, and thank you for joining today. Have you ever received a message from your manager? And you've you know, been invited to a one on one call? And maybe you're wondering, well, why did they invite me? What are we going to talk about? That's exactly what we're going to be going through today is how to make the most of your one on one calls with your manager. The intent is for your manager to support you, the intent is for you guys to come together and gain an understanding of what your goals are, what your challenges are, and what it's going to take to get to that next level. And here's the thing, when you go in with an agenda, you're going to make the most of your time together. So the first thing I would recommend you do is reach out to your manager and saying, you know, in an email or a text or call and saying, you know, is there anything specifically that you would like me to prepare for our call. Or you can also reach out to them and say, Hey, here's some specific topics that I'd like to talk about on our call. When you go in with that information and giving each other the opportunity ahead of your call, it gives you an opportunity to maybe do any research that's needed, so that you can really come into that call with intention, and you have a clear understanding of the topics that you're going to be covering on that call. Now, I want you to remind yourself of one thing, your manager doesn't always know what you're doing day to day. Yes, they may see, you know, if you're in sales, they may see your sales performance. Yes, they may see some of the successes that you've had in some of the projects that you're working on. But they don't always see the day to day. And your manager often wants to celebrate your successes with you. So the first thing that I would do when you are meeting with your manager is open up and celebrate your successes. Let them know what you've been working on. Let them know what wins you've had over the past weeks, give them an opportunity to celebrate with you link arms and and join in, in celebrating the times people don't want to feel maybe they feel when they're celebrating their wins. They may feel narcissistic or, you know, I often hear I was I was talking with a client the other day and she said, Well, I'm very humble. I was taught I was raised to not always talk about my success, right? It's to do it not to talk about it. Here's the thing. Your manager wants to celebrate your successes. And it's an opportunity for your manager to get to know what's working, what's not working, what are some of the challenges that you've had, and the steps that you've taken to overcome those challenges or those objections? And what's led to your success, because not only do they get to celebrate with you, they also get to maybe take that information and say hey, you know what, that's a system success story to share with our team. Because those are some of the tools that maybe can be shared with the team that they can then replicate as well. It can be inspiring, it can be empowering, to hear how different team members have overcome challenges. So when you meet with your manager, celebrate your wins. And even in between your calls. If there's a specific win that you've had, that you want to that you have achieved, send them a text message, let them know, your manager wants to hear that. So I invite you. When you have big wins even when you have little wins. Tell your manager they don't always know what you're doing. They do kind of have limited information based off of, you know, what specific metrics are put out there, but they want to hear the, the when the how they want to celebrate you in that moment. So celebrate your wins with your manager. Also on your one on one calls and how to make the most of them, I'm gonna be really talking about these kind of five essential steps. And one of them is celebrate your wins, like I just said, the second one is go through an overview of what's working well, you know, every role, every territory, every, every person is different. And so how one person might approach something may work really well. And maybe those ideas can spark some tools to provide other people with, you know, what's working well. So go in and say, you know, here's what my wins were, here's the steps that I've taken and what's working really well because what's working well for you might be able to work well for other people. And so share those successes, share what steps you're taking, that are working really well that then you can repeat in the future. The third is you want the third kind of what you want to go in and with intention with your one on one calls to make the most of them is also sharing what your challenges are. We all have challenges, you know, and everybody's challenges, maybe similar, maybe different. And when you're sharing your challenges, there's there's a benefit to under to hearing challenges from everybody on your team. One of them is, you know, there may be things that you're doing that maybe your manager doesn't do day to day, and when they're going through their one on one calls, and they're hearing a similar challenge, it kind of raises that red flag as to going, Oh, red flags up. This might be something that if we're multiple people on my team are experienced. And let me double check. As a manager, let me check with the other managers if multiple people or multiple teams are dealing with it. And the only way that people can work on solutions is if they're aware of the challenges. So share your challenges, you know, and sometimes if they are unique to your specific job, or your territory, or what you're doing, then is an opportunity for you and your manager to brainstorm to come up with different ideas. Now, I invite you to take a step further. And this really kind of goes into that fourth step, which is if you're going to be coming and sharing some of the challenges are going on in your in your role and your job. also come with potential solutions. So there's nothing more frustrating than you've got that person on your team that is stuck in the drama, and all they're doing is complaining and they're just saying what's not working. And you know, sometimes what I would do as a manager is saying, Okay, well, what, what recommendations do you have? What solutions are you coming up with? Because, yes, I want to listen, I want to explore it, I want to acknowledge those frustrations, it if we also want to move forward. And so when you're meeting with your manager, and you're sharing, okay, here's some challenges that I'm experiencing. Now, here's two ideas that maybe I'm I'm thinking of on how to approach these challenges, maybe some solutions that you might have for these challenges. So you're coming with that solution oriented approach, you're anticipating what might work, what might not work. And then you're opening up that discussion with your manager and saying, Okay, here's my challenges. Here's some possible solutions. And you're opening up that conversation, to discuss and brainstorm ideas. And they, your manager may say, hey, you know what, that's a great idea. Let me either circle it up, or, Hey, that's a great idea. But let's maybe take it a step further and anticipate what questions you know, leadership above might ask when we're coming together with some ideas on solutions. We will be right back to today's episode. Whether you want to get a promotion, find a new job, increase your sales performance, the feeling of clarity on how to accelerate your career is priceless. The risk of uncertainty is missing out on promotions, lacking leadership experience. unclear on how to break through that glass ceiling. You're left feeling stuck, frustrated and discouraged. 74% of employees feel like they're not achieving their full potential because of lack of development opportunities. It becomes a lot easier to get there. When you know where you're going. How would you feel If you knew exactly where to go and how to get there, with 15 years of experience in corporate America, and is certified leadership coach, I've helped 1000s of professionals transform their mind from self doubt, to confidence and courage and gain clarity on how to accelerate their career, I invite you to go to my website, Danielle kobo.com, at CEO, Bo, and schedule your career discovery session with me. Thanks for tuning in. And back to today's episode. So, again, the first thing is when you're meeting with your manager, celebrate your wins, celebrate your successes, they want to hear them. Second is overview what is working well share with them what is working well, because that might be something that can be replicated amongst other areas with other people. Third is what are what are the challenges that you have? And the fourth is always coming with solutions. Now the fifth is, how can you support your team? So, you know, we're always looking for the leaders on your team, you're always looking at, you know, who are the people on your team that are really stepping into that leadership role. And whether you want to promote work within an organization that's essential if you want to be in a leadership role, or you want to just be a leader in your current role. It's also taking a step further and saying, here's what's working well, here's some challenges. And here's how I might be able to support the team. And that's coming together with some ideas, and maybe saying, Hey, is it sharing a best practice on their team. So for example, I had somebody on my team that wanted to be the field sales trainer, you know, which is kind of an elite position on the team, were what their role is, is they would be onboarding new employees, new team members, they would be in a role where they were mentoring other people, there's also a lot of exposure to the executive leadership team. And she wanted that role. But there was a missing piece as to why I chose other people on the team. And I had shared this with her multiple times. But you know, it's whether that person wants to take the initiative or not. And that is going above and beyond what you're doing in your existing role, and contributing to the team. And a lot of that comes with sharing best practices, sharing what's working well. And whether that is sending an email to your team and saying, Hey, I just wanted to share a success story and what worked really well. And maybe you might be able to take some of what's worked well and implement it in your role. Or maybe it's saying, Hey, I have this idea. And you talk to your manager about it. And hey, is it something that I can present on our next conference, call our next team conference call? Those are the types of steps that exemplify leadership among your team, you don't need to, you know, leadership is not a title. Leadership is actions that you put in place to support your peers and translating vision into reality. It leadership is showing up not only in your role, showing up for your team and your peers and your organization. And so, really taking that step and saying, How can I support my team, here's some ideas I get to share with our team to help them achieve their goals as well. And so again, when you're when you're meeting with your manager, and you're having these one on one calls, really go in with intention. And it is a mutual, it's a mutual conversation, as much as your manager is, you know, wanting this time to kind of meet with you not only to get to know you further to build the relationship, to gain a better understanding of how they can support you. It's also important that you come into that call with intention, so that you guys are making the most of that time together. So those are a couple of my, my tips to making the most of your one on one call, and ensuring that you are continuing to build that relationship with your manager because it's so essential. I would also say that, you know, in the beginning, you know, as you're meeting with your manager on a frequent basis, continue to keep them informed on the progress of you know, if there are certain goals that you have, sharing with them the progress of what steps you're taking to achieve those goals because like I said, they don't always know what you're doing, you know, all the time because they're not with you all the time. But also it opens up the conversation to say Oh, okay, I might have an additional resource that I can I can provide you to support you in that goal. Or they might be able to, you know, give you some exposure to some special projects when you're communicating that. So I think the overall, overarching, I would say, message today is communication. Communication is key and having an open dialogue, communication and continuing to have that communication flow consistently, amongst with your manager and with your peers and with your team communication can really build trust, establish relationships, and really support you, and the short term and long term goals of your career. So, thank you so much for joining today's episode on how to make the most of your one on one time with your manager. If you've enjoyed listening to today's podcast, I invite you to write a review if there's specific topics that you want to hear, send me a direct message I am here to support you and having a thriving career and abundant life. Thank you so much for tuning in and create an intentional day.