May 4, 2025 | Read online
Stop Cramming: The Secret to Effective 1:1 Meetings
by Kevin 'KD' Dorsey
Y’all, let’s talk about the different types of one-on-ones that we need to be running so that we avoid this buffet-style one-on-one, right? Where it’s like, hey, how are we doing? Good? All right, let’s talk about that big deal. OK, so what are we going to do to bring it across the line? All right. And then, by the way, any other questions, anything I can help with?
A lot of one-on-ones actually sound that way, and we need to fix that ASAP. We think we’re being efficient, but really, we’re just watering down the impact of every conversation. Trust me, dividing your focus in these meetings is the quickest way to get nothing done. Let’s dive into why giving each topic its own dedicated time is the game-changer you didn’t know you needed.
I’ve run more one-on-ones than I can count y’all, and I’ve learned that being intentional and fully present is critical for making these conversations actually matter. When we try to cram deal reviews, coaching, and career development all into a single 30-minute one-on-one meeting, it’s just not going to work. You’re not going to be able to have the impact you want. Period.
Splitting Focus Undermines Productivity
The human mind can only effectively focus on one thing at a time. Jumping between different topics like deals, coaching, and career leads to cognitive switching costs that can tank productivity by up to 40% according to McKinsey & Company. Look, we just can’t cram deal reviews, coaching, and career development all into a single 30-minute one-on-one meeting. It’s just not going to work. You’re not going to be able to have the impact you want.
When you try to combine it all, you’re not going to get anything done. How many deals can you even review in 30 minutes anyway? More often than not, it’s just one, and there’s more deals you needed to dive into.
So we don’t even get done what we’re trying to get done.
Important details and nuances get missed when attention is divided. Imagine trying to switch gears from discussing a complex deal to giving constructive feedback, and then jumping into a career development talk—all in half an hour. It’s a hot mess.
Different Topics Require Different Mindsets
Deal reviews require an analytical, numbers-focused mindset. You’re diving into the nitty-gritty, analyzing data, and strategizing next steps. Coaching, on the other hand, is about giving constructive feedback and having thoughtful discussions.
It’s a whole different ballgame. Then there’s career development, which is about long-term visioning and goal-setting. Trying to rapidly shift between these very different mindsets is extremely difficult. 30 minutes go by so fast. It just flies by, and then nothing really got done.
Dedicated Time Shows Employees They’re Valued
Giving each important topic its own space signals you value that aspect of the employee’s role. Employees who feel valued report 79% lower stress levels according to Giftpack in 2023. When you aren’t rushing between topics, employees will feel more heard and understood. Dedicated meetings allow you to go deeper, have more meaningful conversations, and build trust, which leads to greater life satisfaction based on Small Improvements’ 2023 data.
Instead, I recommend doing two 30-minute sessions—one focused on development, coaching, and challenges, and another one just for deal reviews. That way, you can actually get things done the way you need to. 45 minutes is really the sweet spot, but if you have to do two 30s, that works too. Just keep them separate so you can be present and make progress on each area.
Conclusion
So let’s recap the pitfalls of the common “cram it all in” one-on-one approach, y’all. Instead, I recommend doing two 30-minute sessions—one focused on development, coaching, and challenges, and another one just for deal reviews.
I can’t emphasize enough the benefits of giving each topic its own dedicated meeting. Managers, it’s time to revamp your one-on-one strategy for better results.
So, let’s stop cramming and start being intentional. Your team will thank you, and you’ll see the results in their performance and satisfaction. Trust me on this one.
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