The Transformational 1-on-1

Creating Aspiration + Empowerment

The quality of your relationships determines the quality of your results.

What You'll Learn

• Why most 1-on-1s fail to address the three factors driving today's engagement crisis.

• The formula that creates genuine engagement: Aspiration + Empowerment.

• A structured framework for transformational 1-on-1s

• Questions that develop people, not just update tasks

Your team member sits down across from you for your weekly 1-on-1.

You open with: "How's everything going? Any blockers I need to know about?"

They update you on project status. You address a few tactical issues. You check off some items on your list. The meeting ends in twenty minutes.

You both walk away feeling like you got through it.

But here's what didn't happen: development. Connection. Growth. Inspiration. Empowerment.

You held a status meeting, not a transformational conversation.

The Data Behind the Problem

Gallup's latest research, reveals why this matters more than ever. U.S. employee engagement has dropped from 36% in 2020 to 31% today—representing 8 million fewer engaged workers.

The three biggest drivers of this decline?

• Role clarity (down 9 points)

• Feeling cared about (down 8 points)

• Development opportunities (down 11 points for younger workers)

Your 1-on-1s are the single best tool you have to address all three. But only if you use them that way.

The youngest workers—your emerging talent pipeline—are disengaging fastest. Gen Z and younger millennials dropped 8-9 points in engagement since 2020. When Gallup asked what would help them feel more cared about, 34% said supportive relationships, communication, and respect.

Status updates don't create any of that.

The Engagement Formula

At Phoenix Performance Partners, we've spent decades studying what creates genuine engagement:

Engagement = Aspiration + Empowerment

Both elements must be present. Remove either one and engagement collapses.

• Aspiration without Empowerment creates frustration. People know where they're going but lack the capability or authority to get there.

• Empowerment without Aspiration creates aimlessness. People have capability but no compelling reason to use it.

• Neither element present creates apathy.

• Both creates engagement.

The Transformational 1-on-1 Structure

PART 1: CONNECTION (5 minutes)

Start human, not transactional.

• "How are you, really?"

• "What's giving you energy right now? What's draining you?"

This isn't small talk—it's reading the person. You can't develop someone you don't understand. And it directly addresses the "feeling cared about" gap Gallup identified.

PART 2: ASPIRATION (10-15 minutes)

Connect their work to something meaningful.

• "What feels most meaningful about your work right now?"

• "What impact are you hoping to make this quarter?"

• "How does what you're working on connect to what you care about?"

PART 3: EMPOWERMENT (10-15 minutes)

Build capability and remove barriers.

• "What's challenging you in a way that's pushing you to grow?"

• "What do you need from me to be successful?"

• "What's one skill you're developing, and how can I support that?"

This directly addresses the development gap—down 11 points for young workers.

PART 4: COMMITMENT (5 minutes)

Make explicit agreements.

• "What are you committing to before our next conversation?"

• "What am I committing to support you?"

Explicit agreements create the role clarity Gallup found missing.

The Emotional Layer That Makes It Work

Here's what the Gallup qualitative data revealed: when employees raise concerns, many report hearing responses like "remember why you're here" or "practice gratitude"—words that sound supportive but actually dismiss.

The questions above only work if your emotional attitude matches the words.

If you ask "What's challenging you?" but your tone says "Don't bring me problems," they'll say "Nothing, everything's fine."

Before every 1-on-1, check yourself: Am I genuinely curious about this person's development? Do I actually believe they can grow? Am I bringing a coaching mindset?

If the answer is no, pause and shift first.

Try This Today

Before your next 1-on-1, write down:

1. One question that will create aspiration

2. One question that will create empowerment

3. The emotional attitude you want to bring

Then use them and notice what's different.

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