The idea for “All About You” meetings came to life when I told our Systems Boss, Brooke, that we needed to set aside time to just talk about HER. After three years of working together, talking multiple times a day, and holding weekly goal and business meetings, I realized we rarely slowed down enough to dig deep. I wanted to connect beyond tasks and targets because I truly care about her well-being and our partnership. That’s how our very first “All About Me” meeting happened—and it was transformative.
As a leader, your team’s success hinges not just on the systems and strategies you implement but also on the relationships you nurture. Leadership includes understanding your people, supporting their growth, and creating an environment where they feel valued, heard, and empowered.
We’ve discovered that one of the most impactful ways to foster this connection is through “All About You” meetings. These periodic, intentional conversations go beyond weekly goal reviews and annual performance evaluations. They focus on the person behind the role, checking in more deeply on their goals, challenges, and aspirations. This ensures alignment as life evolves—both inside and outside the business—while supporting their growth within the company and beyond.
If your business is anything like ours, the past few years have brought significant changes. Goals have shifted, roles have evolved, and the pace of life and work has accelerated. On top of that, life’s unexpected events have added even more complexity. “All About You” Meetings are a dedicated time to focus entirely on the employee as an individual, not on the business or the team owner. This keeps you from falling out of sync. Here’s the format we followed:
11 Questions to Unlock Growth Through Meaningful Conversations
1. Reflection on Role and Experience
Question: “What aspects of your role have been the most fulfilling over the past year, and where do you feel less engaged or challenged?”
Why It Matters to Employees: Provides validation, appreciation, and highlights areas for growth.
Why It Matters to Employers/Business: Offers opportunities for further role/skills alignment for greater engagement, fulfillment, and productivity.
2. Alignment with Personal Goals
Question: “How does your role align with your long-term career goals, and what skills or experiences would you like to develop here?”
Why It Matters to Employees: Shows investment in their growth, maintaining motivation.
Why It Matters to Employers/Business: Fosters loyalty and prepares the team for the future.
3. Support for Current Challenges
Question: “Are there any challenges you’re facing that I can help address to make your work more rewarding?”
Why It Matters to Employees: Shows commitment to their success & well-being.
Why It Matters to Employers/Business: Resolving issues early boosts morale and performance.
4. Growth and Future Opportunities
Question: “Beyond financial growth, what types of opportunities—like leadership, mentorship, or project ownership—would make your role more fulfilling?”
Why It Matters to Employees: Encourages personal growth and long-term satisfaction.
Why It Matters to Employers/Business: Helps retain talent and sparks innovation.
5. Motivation and Meaning
Question: “What keeps you motivated to stay here, and how can we continue to make this a meaningful place to work?”
Why It Matters to Employees: Validates their purpose and value.
Why It Matters to Employers/Business: Informs strategies to maintain engagement and reduce turnover.
6. Feedback on Leadership
Question: “What’s one thing I do as a leader that you find helpful, and one area where I can improve to better support you?”
Why It Matters to Employees: Encourages constructive feedback & provides a specific way to enhance the relationship.
Why It Matters to Employers/Business: Enhances leadership and team dynamics.
7. Team and Culture Perspective
Question: “How do you feel about our team dynamics and culture? What improvements could be made to make the workplace even better?”
Why It Matters to Employees: Shapes a positive work environment.
Why It Matters to Employers/Business: Improves collaboration and retention.
8. Vision for the Company
Question: “If you could change or improve one thing about our company, what would it be?”
Why It Matters to Employees: Fosters ownership and collaboration.
Why It Matters to Employers/Business: Highlights opportunities for growth and innovation.
9. Recognition Preferences
Question: “How would you like to be recognized for your work, and how can I better show appreciation for your contributions?”
Why It Matters to Employees: Boosts morale through personalized recognition.
Why It Matters to Employers/Business: Ensures appreciation efforts are impactful.
10. Personal Check-In
Question: “Outside of work, is there anything happening in your life right now that you’d like me to know about so I can better support you?”
Why It Matters to Employees: Strengthens trust and relationships.
Why It Matters to Employers/Business: Reduces stress and supports overall performance.
11. Closing the Loop
Question: “After today’s conversation, what’s one action I can take to better support you moving forward?”
Why It Matters to Employees: Builds trust through follow-through.
Why It Matters to Employers/Business: Encourages open communication and accountability.
Final Thoughts
“All About You” meetings aren’t just another check-in; they’re a reminder that leadership is about people first. These conversations allow leaders to reflect, recalibrate, and reignite the shared purpose driving their teams forward. The insights, connections, and clarity they bring will strengthen your leadership and create a workplace where everyone thrives.
Ready to take your leadership to the next level? Sign up for these classes:
- 10 Secrets of a Mega EA (virtual class for Rainmakers to take WITH their Ops Boss®)
- Coach Them Up or Coach Them Out (virtual class to level up leadership and staff performance)