{"id":35241,"date":"2026-04-30T15:31:29","date_gmt":"2026-04-30T15:31:29","guid":{"rendered":"https:\/\/www.franklincovey.de\/?page_id=35241"},"modified":"2026-05-20T13:17:38","modified_gmt":"2026-05-20T13:17:38","slug":"leverage-1-on-1s-to-win","status":"publish","type":"page","link":"https:\/\/www.franklincovey.de\/en\/courses\/6-critical-practices\/leverage-1-on-1s-to-win\/","title":{"rendered":"Practice 6: Leverage 1-on-1s to Win"},"content":{"rendered":"\n
\n\t
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\n\t\t\t\t\t\t\t\t\t\t\t\tCourses<\/a>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t6 Critical Practices for Leading a Team®<\/sup><\/a>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t

Practice 6:
Leverage 1-on-1s
to Win<\/h1>\n\t\t\t\t\t\t\t\t\t\t\t\t\t
\n\t\t\t\t\t
\n\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span> Practice 5<\/a>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t
\n\t\t\t\n\t\t<\/div>\n\t<\/div>\n\t<\/span>\n<\/section>\n\n\n
\n
\n \n
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\n

Free Guide<\/p>\n

From Burnout to Breakthrough
<\/div><\/div>\n
\n

The leadership practices that balance high expectations with genuine care to sustain performance.<\/p>\n <\/div>\n

\n Download <\/span><\/a>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n \n
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Free Webcast<\/p>\n

Raise the Bar. Raise Your People.
<\/div><\/div>\n
\n

Learn how your organization can turn high expectations into higher performance\u2014without burnout.<\/p>\n <\/div>\n

\n Register Now<\/a>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n <\/span>\n<\/section>\n\n\n
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Leaders who run effective 1-on-1s are 2x as likely to have team members operating at the highest level of engagement\u2014known as \u201cCreative Excitement.\u201d \u2013 FranklinCovey Insights\n<\/h2>\n <\/div>\n
\n

Amid the rush of daily operations and last-minute emergencies, many leaders feel they don\u2019t have time on their calendars for 1-on-1s with each direct report. And if they do make time for them, these meetings might be primarily positioned as status updates on projects or urgent priorities.<\/p>\n

But data shows that leaders who schedule 1-on-1s with consistency<\/strong> and run them effectively are able to leverage this facetime as a performance multiplier. When you ensure a regular cadence of connection, establish a system of shared accountability, and individualize each meeting to fit the needs of your direct reports, you\u2019ll build high-trust relationships that unleash creativity, innovation, and performance.<\/p>\n \n <\/div>\n <\/div>\n <\/span>\n<\/section>\n\n\n

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Winning 1-on-1s build trust, align expectations, and drive results. <\/h2>

One crucial aspect of effective 1-on-1s is a system of shared accountability. This system establishes collective ownership, models transparency, aligns mutual expectations, and improves problem solving\u2014ensuring that both parties are equally invested in attending, participating, and establishing next steps to maintain momentum. <\/p>\n <\/div>\n

\n \"\"\n\n <\/div>\n <\/div>\n <\/span>\n<\/section>\n\n\n
\n \"Quote\n
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Accountability breeds response-ability.<\/h2>\n

— Stephen R. Covey<\/p>\n <\/div>\n <\/span>\n<\/section>\n\n\n

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Practice 1<\/div>\n\t\t\t\t\t\t
Align Purpose & Performance<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t
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Ensure your team feels motivated to contribute their best efforts by helping them understand how their role and goals connect to a compelling, meaningful purpose. <\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t

\n Learn More<\/a>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t\t\t
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Practice 2<\/div>\n\t\t\t\t\t\t
Communicate as a Coach

<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t
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Tap into your people\u2019s potential by asking, listening, and guiding them to become independent thinkers and problem-solvers by building capability, trust, and ownership. <\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t

\n Learn More<\/a>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t\t\t
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Practice 3<\/div>\n\t\t\t\t\t\t
Delegate to Elevate

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Leverage everyone\u2019s strengths, bridge gaps, assign stretch work, and establish accountability to help team members build autonomy and essential skills for success. <\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t

\n Learn More<\/a>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t\t\t
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Practice 4<\/div>\n\t\t\t\t\t\t
Use Feedback as Fuel<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t
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Create a powerful learning engine with a proven feedback framework that helps leaders and teams accelerate performance together.

<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t

\n Learn More<\/a>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t\t\t
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Practice 5<\/div>\n\t\t\t\t\t\t
Gain, Don\u2019t Drain, Energy<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t
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Become a self-renewal role model for your team by eliminating common energy drainers and embodying revitalizing behaviors for long-term effectiveness. <\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t

\n Learn More<\/a>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t\t\t
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Practice 6<\/div>\n\t\t\t\t\t\t
Leverage 1-on-1s to Win<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t
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Using what you\u2019ve learned, hold high-value 1-on-1s consistently with each team member to strengthen relationships and drive clarity, commitment, and sustained results. <\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<\/div>\n\t<\/span>\n<\/section>\n\n\n\n

\n

Leadership Success Stories<\/h2>\n
\n
\n
\n

Taylor Corporation<\/h2>\n <\/a>\n <\/div>\n
\n
\n \"\"\n\n <\/div>\n
\n
\n

Filling a Leadership Development Gap and Empowering Employees<\/h3>\n

Taylor found itself looking to invest more time and attention into employee attraction, retention, and engagement. Inspired by a core purpose of \u201ccreating opportunity and security for employees,\u201d Taylor wanted its employees to know that they are the company\u2019s most important assets.<\/p>\n

\n Learn More<\/a>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n
\n
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PepsiCo Food<\/h2>\n <\/a>\n <\/div>\n
\n
\n \"\"\n\n <\/div>\n
\n
\n

Building Empathic Leaders Across the Organization<\/h3>\n

PepsiCo Foods North America desired a consistent leadership training with content that progressed over time. Curating content from FranklinCovey’s All Access Pass®<\/sup>, they launched their CORE Leadership program to build empathic leaders at all levels of their organization.<\/p>\n

\n Learn More<\/a>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n
\n
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ODW Logistics<\/h2>\n <\/a>\n <\/div>\n
\n
\n \"\"\n\n <\/div>\n
\n
\n

Redefining Leadership<\/h3>\n

ODW Logistics sought to empower their managers by designing leadership development opportunities. They started asking, \u201cWhat does good leadership mean
\nfor us?\u201d and found the question to be more complicated than they originally thought. They knew their leadership programs needed to be execution-driven, results-oriented, and intellectually engaging.<\/p>\n

\n Learn More<\/a>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n
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ASICS<\/h2>\n <\/a>\n <\/div>\n
\n
\n \"\"\n\n <\/div>\n
\n
\n

Brought Together by Leadership Development, Diversity, and Inclusion<\/h3>\n

ASICS N.A. understands that creating healthy change requires a mental change as much as it does a physical one. They saw a great need for leadership development at every level as the pandemic quickly changed the way of working and connecting with learners. They enlisted FranklinCovey\u2019s help to develop a common language and culture of leadership development and inclusion.<\/p>\n

\n Learn More<\/a>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n <\/span>\n<\/section>\n\n
\n
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Build great leaders. Drive consistent performance. <\/div>\n

Help your leaders build stronger team connections that multiply performance outcomes. Fill out the form to connect with a FranklinCovey expert today.<\/p>\n <\/div>\n

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