A one-to-one should give an Account Executive dedicated time to discuss the work that matters most. It is easy for the conversation to become a status update, so I try to leave room for the person’s priorities as well as performance and pipeline.

Let the person set part of the agenda

I ask what they want to leave the meeting with. That might be help with a client situation, a decision about where to focus, feedback on a recent conversation, or time to talk about development.

Bring useful context

When we review performance, I use a small number of relevant indicators and specific examples. The goal is to understand what is happening, not to read every number aloud. We can then agree whether to coach, remove a blocker, or simply keep monitoring.

Make it a two-way conversation

Good one-to-ones include direct feedback and listening. I want to understand what is working for the person, where they feel stuck, and what support would help. I also share expectations clearly so there are fewer surprises later.

Close the loop

We finish by naming any actions, who owns them, and when we will revisit them. A short follow-up keeps the conversation connected to the day-to-day work and helps build trust over time.