Are your 1:1s intentional or habitual?

Competency: 1:1 Meetings

Instructions:

This assessment is meant to help you reflect on how your one-on-one meetings actually show up in practice. To get the most accurate results, choose the response that most closely matches your typical behavior, even if it’s not the one you wish you were selecting.

Once you’re done, use the results and rubric to spot strengths, uncover patterns, and identify a small number of areas to focus on next.

1) When you start your 1:1s with your team members, you…

Ask what they want to talk about and follow their lead.

Use a shared agenda you both contributed to ahead of time, using it to stay focused while letting them lead where possible.

Go through your own list first, then ask for their updates.

Let the conversation unfold without any plan.

Start with a prepared agenda and lead the discussion item by item.

2) You start your check-in by asking how things are going. Your direct report says, “It’s okay… yeah…” with a flat tone and an awkward pause.

Increase your positivity and hope it shifts the mood.

Ask, “Is everything okay?”

Name what you’re noticing and ask thoughtful follow-up questions to show genuine concern.

Notice the disconnect but don’t address it to avoid tension.

Accept the update and move on.

3) Your direct report brings a long task list and says they’re overwhelmed and unsure what to focus on this week.

Acknowledge their stress and point out the top priority for them.

Reprioritize the work for them.

Help them compare what’s most important versus what’s most time-sensitive.

Connect the work to team goals and coach them through deciding what to focus on, what can wait, and why—so they leave more confident prioritizing on their own.

Tell them to start with whatever feels most urgent.

4) You have a recurring 1:1 scheduled. At the last minute, someone books an “urgent” meeting at the same time.

Cancel the 1:1 and attend the urgent meeting.

Ask if they have anything important to cover and cancel if they don’t.

Cancel and message your direct report with a brief apology.

Evaluate whether the other meeting is truly urgent and protect the 1:1 if possible.

Reschedule the 1:1 to the next available time and explain why.

5) You have a team member who consistently meets expectations and has been in the same role for a while. Your 1:1s mostly focus on day-to-day work.

There’s nothing wrong with that. Acknowledge they’re doing well and note that not everyone needs to grow or change roles.

Keep the focus on current tasks and deadlines.

Partner with them to identify concrete growth goals or stretch opportunities.

Explore their long-term goals, motivations, and how you can support their career development.

Talk about skills they could strengthen.

6) A team member vents, “We’re always waiting on that other team.”

Coach them through the situation by asking thoughtful questions that help them arrive at their own solution.

Respond with “They’re never going to change. You just have to deal with them.”

Give advice based on what’s worked for you.

Empathize and share your own frustrations about that team.

Ask a few clarifying questions to better understand the situation, then suggest next steps.

7) A new project needs an owner, and you could complete it quickly yourself.

Delegate pieces of the work but keep decision-making control.

Where possible, delegate full ownership in a way that builds skills, confidence, and visibility.

Take it on to save time.

Where possible, delegate the project with clear expectations and regular support.

Assign the project to a member of your team and let them figure it out.

8) You notice the same mistake appearing multiple times in a customer-facing document.

Point it out, note it’s happened before, and ask them to fix it.

Mention it briefly and hope they get the message.

Review the pattern together, remove roadblocks, and agree on a clear, repeatable fix.

Don’t address it unless it becomes a bigger issue.

Give specific feedback and suggest a better approach.

9) Your direct report says they’re blocked because they don’t have access to a tool or resource.

Acknowledge it and add it to your to-do list.

Assume they’ll handle it later.

Resolve it and put a system in place to prevent similar blockers in the future.

Give them a week to figure it out, and if they’re still blocked, have them follow up with you.

Help remove the blocker during or immediately after the 1:1.

10) As your 1:1 wraps up, several topics were discussed but nothing was formally closed.

Leave with implied actions, assuming you’ll follow up if anything is unclear later.

End the meeting and assume next steps are understood.

Confirm next steps and who owns what.

Clearly define actions, ownership, and how you’ll follow up.

Do a quick, informal recap.

💬 Effective 1:1s