For those that aren't aware of what PCIPs are(this is what my company calls them), PCIP is an acronym that stands for Personal Continuous Improvement Process. It's similar to a one-on-one where the supervisor meets with his directs, and go over the directs current goal at their position, and where they want to be further down the road. This means they might currently be in a "frontline" job, and they want to move into a leadership/management role. We also discuss what the direct excels at, and what they need to work on basically. And set goals for them to help them grow, and also put them in positions to help them reach their future goals.
By listening to the podcast on One-on-Ones, it sounds like it has a different concept. One-on-ones, according to Manager Tools, sounds like they're more about building a personal relationship with the direct and the supervisor, and not focusing on the coaching/feedback aspect like our PCIPs are.
They do seem like different
They do seem like different functions. O3's are ongoing and frequent, usually once a week. It sounds like the PCIP would be less frequent. If the PCIP has the same frequency as O3's, you could use the 1/3 of the time to talk about the future to discuss the PCIP. Otherwise just keep them as separate functions.
Different means to similar end
Hmm, these seem a different means to the same end. At least they feel quite different from your description -- almost like trying to chunk down "annual reviews" into a somewhat finer process, without concern for other context.
MT O3's regularly feeds the relationship, getting the mutual trust needed for effective coaching. MT Feedback and MT Coaching cooperatively steer the direct in improvements, large and small, so it's personal and continuous. It's not "relating for relating's sake" but relating so we can do well together -- which happens to include intentional growth for the direct.