A free live workshop on Zoom
Wednesday, Jan. 27, 2027 · 3:00–4:00 PM ET

A practical session on how to use one-on-ones to build ownership, reduce pressure on yourself, and get more consistent follow-through from your team.

Are your leadership one-on-ones just status updates?

Most 1:1s are a quick check-in: short, routine — and boring, for you and for your team.

Does any of this sound familiar?

• Meetings are less than 30 minutes, and you wish they were shorter and less frequent.
• You set the agenda, so you end up trying to pull information out of your direct report.
• Your team brings you problems, not solutions.
• You believe a good boss points out what people did wrong.
• Goals are set in Q1 and forgotten by the end of Q2.

If any of this feels familiar, you may be stuck in a leadership style that’s holding you and your team back.

No more boring meetings

Leadership one-on-ones can be the most productive time in your week. They’re where you align work to company goals, train people as they learn new skills, and motivate them to achieve ambitious goals.

The difference comes down to this:

Enforcing Accountability means: “I’m responsible for making sure you get this done.”
Building Ownership means: “You’re responsible for the result, and I’m responsible for making sure you have the skills, resources, and encouragement you need to succeed.”

What to expect

A hands-on workshop, not a lecture

This is a live, interactive workshop. Bring your hardest 1:1 challenge. We’ll work on real situations, and you’ll get personalized help on getting more effort from your team. Come ready to keep your camera and mic on.

If you can’t come, you can still register and get the replay to help you learn from the most common problems.

What This System Changes

In this workshop, I’ll show you two key shifts help move your one-on-ones from check-ins to ownership. These structural shifts will encourage your team to take ownership of their goals. As your team starts taking more responsibility, your job is to support progress and reinforce positive steps in the right direction. The result: a more aligned and motivated team.

You’ll learn how to:

Get more effort and follow-through without micromanaging

Shift from chasing accountability to building ownership without lowering standards

Help your team solve problems instead of escalating everything to you

Keep score in a way that motivates instead of discourages

Be a supportive and empathetic leader your team trusts

You’ll leave with practical ideas you can begin applying immediately.

This workshop is for you if:

• You manage a team, or a team of managers
• Your 1:1s feel like a chore, for you or for your team
• You want your team to own their work without you chasing it

“This is a whole new way to run a one-on-one. After just a month, errors and complaints on my team have dropped, and productivity is going up. Thank you, Lisa!“

–Joan, CFO, Real Estate Company.

Register Here

A Leadership System — Not a Personality Trait

Sustainable leadership does not rely on charisma or pressure. It relies on structure.

The approach is based on the one-on-one system Andy Grove developed at Intel, still used today at Google, Microsoft, and throughout tech. He built one-on-ones as a system to standardize positive manager impact — the same way organizations standardize financial or operational processes. It’s still used today at Google, Microsoft, and throughout tech.

And it works in any industry, because it’s built around people.

Can’t make it live? Register anyway, and you’ll get the replay.

About Your Coach

I coach experienced leaders at their next inflection point — when the visibility, scope, or stakes go up, and the old way of leading stops being enough.

My clients are seeking increased visibility, broader scope, or higher-stakes decisions. They know that intelligence and strength will not get them there. Instead, they want to show up differently—especially in the moments that matter most.  

For over 8 years, I’ve worked with leaders in biotech, pharma, and other industries as they step into bigger roles, manage other leaders, and navigate enterprise-level decision making.