Summary3 min read

Podcast Summary

Podcast: No Bullsh!t Leadership
Host: Martin G Moore
Episode: Moment 181 – Getting Maximum Mileage From Your 1:1s
Air Date: July 12, 2026

Episode Overview

In this short "Moments with Marty" installment, Martin G Moore zeros in on the value of one-on-one meetings ("1:1s") between leaders and their direct reports. While formal reviews are fading from favor, Moore argues that regular, purposeful 1:1s remain the most powerful tool a leader has. He offers a practical framework—three closing questions—to transform these interactions from polite conversations into high-leverage leadership moments that clarify expectations, build trust, and drive accountability.

Key Discussion Points & Insights

1. The Current State of 1:1s

[00:32 – 01:07]

1:1s are losing popularity—Many organizations are moving away from formal performance feedback and reviews, arguing they are costly and ineffective.
Moore stresses that without embedded feedback culture, annual reviews are awkward and largely useless:

"In the absence of consistent, frequent targeted feedback, I can only imagine how awkward it would be to raise a material issue in a formal annual review." — Martin Moore [00:47]

2. Why Double Down on 1:1s?

[01:07 – 01:42]

Instead of abandoning 1:1s, Moore contends leaders should integrate them more deeply into their culture.
- Builds trust relationships
- Provides goal clarity
- Ensures people know where they stand
- Builds vision for the future
- Is the 'theatre' to stretch people to their best
Moore calls 1:1s:

"The single most powerful weapon that I had in my leadership arsenal." — Martin Moore [01:41]

3. The Problem With 'Nice' Endings

[01:42 – 02:19]

Moore admits he used to close 1:1s with generic pleasantries:

"'Good session. Thanks. We'll circle back next week.' Conversational, friendly, and completely ineffective." — Martin Moore [01:48]
He notes such endings do not drive clarity or accountability.

4. The Three Closing Questions Framework

[02:19 – 03:02]

Instead of platitudes, Moore recommends every 1:1 end with these three questions:
1. Do you understand what you need to do?
  - Opens room for clarification, avoids assumptions.
2. Do you think that’s a reasonable expectation?
  - Encourages honest feedback on expectations and potential obstacles.
3. Is there anything that might stop you from delivering?
  - Surfaces risks and concerns that might not otherwise be discussed.
"Closing out a one on one with specific questions rather than aimless platitudes does two things. The first is it lets you test whether or not the individual understands your expectations, and the second is it forces them to commit more fully to delivering on their accountabilities." — Martin Moore [02:49]

5. Moore’s Final Reflection

[03:02 – 03:20]

Moore wishes he’d internalized this structure earlier in his career:

"I only wish I’d known that 30 years ago." — Martin Moore [03:03]
For leaders wanting even greater clarity on expectations, Moore references:
- Episode 334: The Perfect Ending for a 1:1 (linked in show notes)

Notable Quotes & Memorable Moments

"Why wouldn't you double down and build one on Ones into your culture? ...One on Ones were the single most powerful weapon that I had in my leadership arsenal."
Martin Moore [01:21 – 01:41]
"Conversational, friendly, and completely ineffective."
Martin Moore on old 1:1 endings [01:48]
"Is there anything that might stop you from delivering? This gives them the opportunity to talk about any risks and issues that they’re worried about and you may not have considered."
Martin Moore [02:37]

Important Timestamps

00:32 — Introduction: The fading popularity of 1:1s and formal reviews
01:07 — Five reasons to double down on 1:1s
01:41 — 1:1s as Moore’s “most powerful weapon” in leadership
01:48 — Critique of ineffective endings
02:19 — The three closing questions
02:49 — How the questions benefit leaders and direct reports
03:03 — Moore’s personal reflection (“I only wish I’d known that 30 years ago”)
03:13 — Call to check out episode 334 for further strategies

Takeaways

Regular, purposeful 1:1s are indispensable for high-performing leadership cultures.
Intentionally closing each session with three targeted questions transforms accountability and clarity.
Replacing pleasantries with actionable follow-ups makes 1:1s exponentially more valuable.

For leaders seeking to up their game, Moore’s advice is simple but profound: embed structured, high-clarity 1:1s into your leadership routine for maximum impact.

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Transcript3 lines

[00:00]
Martin Moore
Want to get more mileage from your one on Ones? Well, here's three questions you can ask at the end to wildly increase the chances of your direct report delivery.
[00:10]
Podcast Narrator
Welcome to the no Bullshit Leadership Podcast. In a world where knowledge has become a commodity, this podcast is designed to give you something more access to the experience of a successful CEO who has already walked the path. So join your host, Martin Moore, who will unlock and bring to life your own leadership experiences and accelerate your journey to leadership excellence.
[00:33]
Martin Moore
Welcome to Moments with Marty, your short, sharp shot of leadership insight to help you to stay on track between our weekly episodes of the no Bullshit Leadership Podcast. One on Ones aren't as fashionable as they used to be, especially when they involve performance feedback. Many companies are going away from formal reviews altogether, saying they're too expensive and they're ultimately ineffective. I must admit, if performance feedback isn't baked into the culture, then a formal process conducted once a year would be pretty ineffective. In the absence of consistent, frequent targeted feedback, I can only imagine how awkward it would be to raise a material issue in a formal annual review. So instead of waving the white flag on formal one on ones, why wouldn't you double down and build one on Ones into your culture? I'm going to give you five really good reasons why that would be well worth the effort. The one on one is where you build trust relationships. It's the vehicle that allows you to provide goal clarity. One on Ones allow your people to work out exactly where they stand. It's where you build your people's vision for their future. And it's the theatre where you stretch your people to be their best. Now, if that doesn't convince you, let me just say this. As a corporate executive and CEO, one on Ones were the single most powerful weapon that I had in my leadership arsenal. So here's my practical tip for this moment. I used to end my one on Ones by saying good session. Thanks. We'll circle back next week. Conversational, friendly, and completely ineffective. How much better would it be if you could finish everyone on one by giving your direct report greater clarity on what you expect from them? All you need to do is finish with three simple questions. Question 1 Do you understand what you need to do? This question is so useful it gives the individual the opportunity to seek clarification rather than you just assuming your message landed. Question 2 Do you think that's a reasonable expectation? This question gives the individual the opportunity to share any concerns they might have about what you're asking of them. Question 3 Is there anything that might stop you from delivering. This gives them the opportunity to talk about any risks and issues that they're worried about and you may not have considered. Closing out a one on one with specific questions rather than aimless platitudes does two things. The first is it lets you test whether or not the individual understands your expectations, and the second is it forces them to commit more fully to delivering on their accountabilities. I only wish I'd known that 30 years ago. If you want to make sure your people have extreme clarity on your expectations, have a listen to episode 334, the no Leadership podcast. The perfect ending for a one on one. We'll leave a link in the show notes. I really hope you enjoyed this moment and that it gives you that extra little spark to be a no bullshit.