ONEON1’s
Resident Assistant Directors (RADs) will meet a minimum of once per pay period with every RA they
supervise to discuss how the Resident Assistant is doing, their community and staff team, upcoming or
overdue tasks and to share feedback. Documentation of OneOn1’s will be due to the RAD’s supervisor
the first of every month. OneOn1’s may be held during office hours or outside of office hours per the
preference of the RAD & RA. Each OneOn1 should last between 30 and 60 minutes and these meetings
should be used as intentional time to give constructive and timely feedback and to support the Resident
Assistant.
While performance feedback can and should be shared during OneOn1’s, at times it may be necessary
to provide more timely feedback and RADs would then be expected to work with their professional staff
to schedule additional meeting(s) for that purpose. “well, we have a OneOn1 next week” is not a good
reason to put off giving timely feedback.
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SAINT LEO ONEON1
SELF-REFLECTION
ACADEMICS
PERSONAL
COMMUNITY
INDIVIDUAL RESIDENTS
THEIR FLOOR (MAINTENANCE, TRENDS, ETC)
THEIR STAFF TEAM/ GENERAL AREA TRENDS OR COMMENTS
TASKS & TO-DOS
JOB RESPONSIBILITIES (UPCOMING/OVERDUE)
WHAT DO THEY NEED FROM US? HOW CAN WE IMPROVE?
THE OREO
STRENGTH/ACHIEVEMENT
AREA THEY CAN IMPROVE or CONTINUE TO WORK ON
ANOTHER STRENGTH/ACHIEVEMENT
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GREAT ONEON1 QUESTIONS FOR SUPERVISORS TO ASK
These questions are not intended to be a checklist, merely a tool for asking reflective questions and
getting quality information from supervisees during one on one meetings. Please refer back to past
OneOn1 forms and build upon information already shared with you/your co-supervisor.
SELF-REFLECTION
 What’s new with you?
 How are classes going?
 What class is your most challenging this semester? Why?
 What is your favorite class this semester? Why?
 How are your extra-curriculars (ex: how is the Underwater-Basket Weaving Club going?)
 What is your stress level?
o What’s contributing to that?
 How do you feel you’ve been doing these past two weeks overall?
o As a student?
o As an RA?
 Anything new going on we/I should know about?
COMMUNITY
 How are your residents/what’s new with them?
 Which residents have been the all-stars lately? have challenged you the most lately?
 How have you reached out to quieter/less present residents lately?
 Are you noticing any trends (positive, or policy related) on your floor or in our area?
 What feedback do you have about our staff team?
 Pick one other staff member on our team –what do you like most about what you’ve seen them
do lately?
TASKS & TO-DOS
o What deadlines or tasks you have coming up? For classes? For RA responsibilities?
 [if items are overdue] I notice you’ve been struggling with completing some RA tasks latelywhat’s going on?
o How can we help you improve in the future?
o What plan do you have in place to make sure it doesn’t happen again?
 What feedback do you have for how the Department can improve?
 What suggestions do you have for how we can streamline our processes?
 What would you like to see us doing that we’re not?
 Any concerns that we/I can help address?
OREO [this is your area to give feedback, so you may not need to ask questions]
 Do you feel today’s feedback matches what you’ve noticed in your own performance?
 What do you feel your strengths have been?
 What are your plans for improving on your current areas of weakness?
 What plans do you have to challenge yourself to greater heights?
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FEEDBACK: FROM CRICICISM TO COMPLIMENTS
Feedback- it goes both ways- to give it you have
to be willing to receive it! Feedback is a
beneficial, and necessary, tool for leadership
development. If you want to grow as a leader
you need to learn how to give and receive
compliments and criticism. What better time to
practice than with a group of peer leaders
whom you trust, and can learn a lot from? You
will be a better leader for it!

To help you best realize your potential as a
feedback giver and seeker, consider the
following points:

You aren’t perfect- let’s just get that
out there! It is tough to hear, but you
are in good company as no one is
perfect. That said, it should make
receiving suggestions for improvement
a little easier and even rewarding as
your ultimate goal is improvement, not
perfection.
 Be helpful, not hurtful! When giving
feed-back use descriptive, constructive
and helpful language. Ways to best do
this including using “I” statements,
speaking in specifics rather than
generalities, focusing on things that
can be changed, and avoiding giving
suggestions when you are angry or
frustrated.
 Find a balance! Feedback includes
compliments as well as criticism. Go out
of your way to let people know when
they have done a good job! This is
especially true if they have improved in
an area that you had earlier given
feedback on – let them know you
noticed and it is valued.
 Public versus private! Consider your
surroundings before you give someone
feedback. No one likes to be in the
limelight when a shortcoming is being
addressed. Find time in a private, less
visible location, to provide a suggestion
or tip for improvement. Alternatively,
some people are motivated by public
acknowledgement. In a team meeting
recognize the good work of a fellow RA
or resident!
Kill em’ with kindness! Sometimes you
just can’t make someone happy. They
will always be the first to tell you what
is wrong and last to tell you what went
right. In these situations, you may have
to swallow your pride-and your
frustration-and thank them for the
feedback and let it go! If you have done
all you can to address their concerns,
than you have done your best.
STARTERS
Sometimes starting the feedback process is the
hardest part of giving a compliment or constructive
criticism. Consider these “starters” when sharing
feedback with others.




Compliment for going the extra mile“Sarah, I noticed today that you went out of
your way to…”
Criticism of not pulling their weight“Marcus, you are a valued member of this
team and I benefit from your skills and
talents when you are engaged in our team
effort…”
Compliment for developing as a leader“Jonah, I remember when we first started
this year and I have liked watching you grow
as a leader who…”
Criticism of causing disruptions- “Ella, I
enjoy having you as a part of our community
and I feel when you give your full attention
to…”
INFORMATION COURTESY OF PAPERCLIP
COMMUNICATIONS
PAPERCLIP COMMUNICATIONS
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