The Art & Science of Ministering Interviews | An Interview with Steven Rogelberg

Dr. Steven G. Rogelberg, an organizational psychologist, holds the
title of Chancellor’s Professor at UNC Charlotte for distinguished
national, international and interdisciplinary contributions. He is
an award-winning teacher, has over 200 publications, been cited
well over 12,000 times in the academic literature, and was
recipient of the very prestigious Humboldt Award for his research
on meetings. Dr. Rogelberg is the author of two highly-praised
leadership books, Glad We Met: The Art and Science of 1:1 Meetings
and The Surprising Science of Meetings: How You Can Lead Your Team
to Peak Performance. He has been interviewed or featured on major
TV and radio broadcasts, podcasts, and in most major newspapers and
magazines. His keynotes on meetings span the globe and occur at the
world’s leading organizations. He was the inaugural winner of the
Society for Industrial and Organizational Psychology (SIOP)
Humanitarian Award and just finished his term as president of SIOP,
the world's largest professional organization for organizational
psychology. Links The Science of Church Meetings (including Ward
Council) | An Interview with Steven Rogelberg Glad We Met: The Art
and Science of 1:1 Meetings The Surprising Science of Meetings: How
You Can Lead Your Team to Peak Performance StevenRogelberg.com
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access to the Core Leader Library Highlights 4:10 Steven shares his
professional background. He is a professor and has been studying
meetings for the past twenty years. He has written two books on his
findings. 7:00 Steven’s newest book is about one-on-one meetings.
He goes into why he wrote it and what he means by one-on-one
meetings. 10:45 The importance of feeling seen. One to one meetings
bring humanity to work and create business success. It’s a focus on
the employee and gives them the opportunity to say anything they
need to and receive guidance. 15:30 There are 3 principal phases of
a one to one meetings: The start The heart The end 17:00 Start each
meeting with two questions. How are you? Have them answer on a 10
point scale. 0 being terrible and 10 being great. Ask them to tell
you more about it. The second question is, "I know you were
struggling with X and were going to try Y. How did that go for
you?" 18:00 The goal is to get the direct to share and the manager
has to be an awesome listener. The manager should not be talking
more than the direct. Instead they can say things such as, "Tell me
more, help me understand, how can I help you with that?" 19:20 What
do you do in the close of the meeting? Make a meaningful recap. End
on a positive. 20:30 What setting should we be having these
meetings? Managers can also ask the employee where they want the
meeting and to come prepared with what they want to talk about.
22:00 Our behaviors signal what we value. When we meet with our
people and show interest in them it shows a lot about who we are.
If we don’t do certain things, the lack of behavior also signals
who we are. 23:00 You will make more time by doing these one-on-one
meetings. They will reduce rework time because they will get it
right the first time. Retention of your best performers so it’s
less time refiling these roles. 24:00 It’s so easy to focus on key
indicators and the progress report but what we want in these
interviews is to create psychological safety in the workplace. To
do this we must lead with authenticity and create trust. 27:30 If
your leader or manager is awkward, what can the interviewee do to
make it better? You as an employee or member of the church can’t
get your needs met if you don’t know what your needs and wants are.
You can also engage and ask for constructive help. 31:40 Is it good
to take notes? The notes become the story of that employee or
person. They communicate engagement.