Welcome to Manager Tools. Today's topic, overcoming Trinity pushback. Chapter 1,

one-on-ones are micromanaging. Here we go.

I almost hate to talk about this particular topic because every time it comes up and it comes up almost every single

conference we do, right? It drives us crazy and that's the whole thing. Like what do we do when one of our directs comes up to us and

resists one-on-ones because they are a form of quote-unquote micro-managing.

Yeah and for younger managers are like well I don really, maybe I've never had a micromanager or a manager

to let alone a micromanager and suddenly I'm a manager and I don't know what micromanaging is.

I know it's bad, everybody talks about it know it's bad everybody talks about it looks bad but what is it and you know

Should I leave them out because they're worried that my process is going to be not helpful to them

And the answer is no you can't you can't leave them out of the process.

Everybody gets one-on-ones.

But look, it's a question we get so often we got to address it, right?

So we have five points we want to make.

The first one guys is that one-on-ones are not micromanagement.

In fact, this may be the most ludicrous concept

in the form of a question that we have to deal with.

And we dealt with some pretty ludicrous stuff. The second thing is

surprisingly even though one-on-ones have all kinds of benefits we're not going to follow

the standard guidance and we're going to tell the person who asks that what they're suggesting is ludicrous.

We're going to actually address the negative, usually standard guidance is.

When somebody challenges a good idea that you have by implying it's really bad by giving it a bad nickname or a bad name like

micromanagement or saying you're crazy or something.

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