Organization as Context

Ultimately, the primary focus of any One-on-One engagement 

is the client themself; their skills and abilities, habits and interpretations.

The impetus for a One-on-One engagement may come from the client, recognizing desired areas of improvement or 

productivity, or it may come from someone else in the workplace context. A mentor, manager, or HR representative may recommend 

an employee to pursue a One-on-One engagement to improve a particular area.

The first step in an engagement that has been initiated by an outsider is to 

clarify the mission and align with that outsider’s intended result. The client agrees that this change is valuable and desired. Once the goal becomes the client’s own, then the engagement resembles any other. Exploring the current status of the characteristic or skill. Setting the goals and developing a strategy.

Anytime a client’s goal is directly related to workplace performance, a deeper 

understanding of the workplace setting, and the current relationships and interactions is necessary to pursue the engagement. In these cases a particular contract is designed which includes assessments, workplace visits, and group conversations.