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I strongly prefer for my directs to drive the agenda. In general, I think of it as dedicated time for them to get anything they need from me. However, with low performers who hide things and won't communicate, I have had to drive those in the past.
I typically set the agenda, more so guidelines to direct the conversation for them to share. This way they don’t stress about it. I outline a few things for them and send it ahead of time - Growth: highlights and lowlights of their role; Communication: how they feel they are doing with clients/internal folks; Personal: how are they doing/what are they doing to take care of themselves/family out of work and lastly anything I can be doing to help them better. If I have feedback for them I usually do it somewhere in there 😊
Yeah, I let them steer the ship. If they don't have much to talk about, we keep it short. If they would like advice, guidance, or direction, I provide it. But I don't want to tell them what they feel like they should or shouldn't be talking about.