At my workplace, we use the Situational Leadership coaching model. I have weekly one-on-ones with my team members, who come prepared with their list of topics to discuss broken down in terms of how much assistance they need. For example, a D-1 topic would be one that requires a lot of direction and informatoin whereas a D4 topic would be one they just want to share with me or update me on. There is also a section on the form for "next steps by you (the coachee)" and "next steps by your leader." This is helpful in keeping track of what we each are committing to after our session. So far, I have had good results with my team. Recently, however, I had a new team member added, who was previously reporting to another director, who did not follow this style of coaching/"checking in" with his team members. She was very resistant to the idea of doing this indicating that she has nothing to talk about and felt it would be a waste of time. My goal is ultimately to provide my team members dedicated time to get their needs met amidst our hectic daily schedules. Any suggestions for promoting "buy-in" to this model or adapting this model to better fit her needs would be greatly appreciated.