21 One-on-Ones in a Day: My Biggest Takeaways

Long story short…

I messed up my scheduling link and ended up with 21 back-to-back 15-minute meetings today.

About 25% of our global team at Sagan, from all over the world, crammed into my calendar.

I wanted to meet everyone (we’re growing fast), so I YOLO’d it—and wow, it was worth it!

I spoke with team members across a dozen countries, in every kind of role and seniority level.

It was AWESOME.

Here are my real-time observations, which might help you as you build your global talent team

This Was a Good Idea

Some people on our team had never spoken to a “Big Boss” before.

They appreciated that I took the time—and the feeling was mutual. Hearing their stories and seeing their energy firsthand reminded me how much talent we have.

Global Talent Is Still Criminally Underpriced

The intelligence, drive, and eagerness to grow that I saw today were unreal.

To a person, every one of them wanted more responsibility, new skills, and ways to contribute.

Their excitement about their careers is infectious.

Meet People Where They Are

Cultural context matters.

• Filipino team members might be brilliant but hesitant to speak up.

• Latin American team members might be more direct but come from BPOs where they were treated like numbers.

Don’t try to force everyone into the same mold.

Embrace and work with these differences—and openly acknowledge them.

Your team will respect you for it.

Forget the Bullshit Hierarchy

You don’t hire smart people to tell them what to do.

For global talent, this principle is even more powerful. Many come from rigid, hierarchical cultures.

If you say their ideas matter and show them enough times, they’ll start to believe it—and they’ll transform how your team works.

Consistency Builds Safety

Words are cheap. Your team needs proof:

• That you’ll back them when they use their judgment.

• That mistakes really are okay.

• That feedback goes both ways.

• That growth opportunities aren’t just talk.

This is how you build trust—one consistent action at a time.

Culture Is Built in Small Moments

It’s the Kenyan team member feeling seen and thanking Sagan for hiring Africans.

It’s the Filipino assistant learning she can disagree with the CEO.

It’s the Colombian manager realizing his judgment matters, and he can build a career here.

These moments compound.

Your team notices everything. 

The only way to make them feel like you care is to actually care.

Senior Global Talent Is the Key

The real magic happens when global team members step into leadership.

It’s our emerging leaders like Anya, Pri, Mati, Psy, Sofia, Kim, Andrea, Jesus, Karen, Rose, Germain, MJ, Catherine, Manu, and Johno who set the tone, build the culture, and drive accountability every day.

Their stories—some starting as assistants and now running large teams & mentoring others—hit differently.

People listen to them in a way they won’t listen to me.

My job is to train, equip, and invest in those leaders.

They’re the ones who make the whole thing work.

I feel incredibly lucky to support this team and help it grow.

If you haven’t already experienced something like this, I hope you get to someday.

Yallah Habibi,

Jon

Here are the last 10 reviews we’ve gotten - in case you want to know about the performance of the team: