菜单
Use when a manager wants to run better 1-on-1s — moving from status-update check-ins to growth and feedback conversations that build real trust with direct reports. Triggers on: "improve my 1-on-1s", "1-on-1 feels like a status update", "how to have
默认使用会先检查来源的 Prompt；你也可以切换为直接命令，或下载本地副本。
决定是否安装前，请先阅读 SKILL.md，以及 SkillsMP 当前展示的配套文件。
用 Codex 或 Claude 帮你安装 复制这段 Prompt，粘贴到 Codex、Claude 或其他助手里，让它检查 Skill 页面并帮你完成安装。
直接命令不会经过审查 Prompt；运行前请先检查来源。
npx skills add https://github.com/newkayak12/claude-skills --skill 1-on-1-manager命令会保持在同一行。复制前请横向滚动并检查完整内容。
想先保存到本地？可下载 SkillsMP 当前能够提供的文件。
Use when a substantial request needs verified, non-repetitive output. Triggers on: "이거 제대로 해줘", "검증까지 해서", "하네스 돌려줘", "run the harness", "do this properly with verification", "6단계로 처리해줘", "메타스크립트로". Not for trivial edits or Q&A.
Use when turning code, docs, notes, or mixed sources into a small-to-moderate, query-efficient Markdown knowledge base with predictable folders, an AI lookup catalog, source-grounded summaries, and RAG-ready metadata.
Use when building knowledge graphs by extracting source-grounded entities, relationships, properties, evidence, schema, and graph-ready data from code, documents, notes, tickets, or mixed corpora.
基于 SOC 职业分类
正在显示 SKILL.md
| name | 1-on-1-manager |
| effort | max |
| description | Use when a manager wants to run better 1-on-1s — moving from status-update check-ins to growth and feedback conversations that build real trust with direct reports. Triggers on: "improve my 1-on-1s", "1-on-1 feels like a status update", "how to have |
| license | MIT |
| metadata | {"author":"wondelai","version":"1.0.0"} |
| scenarios | ["My 1-on-1s feel like status updates — help me run them better","I need to have a growth conversation with a direct report who seems stuck","Help me prepare coaching questions for my 1-on-1 with an engineer who wants to go to Staff","1on1이 매번 프로젝트 상태 보고가 되고 있어 — 어떻게 개선해?","직원 성장 대화를 1on1에서 어떻게 이끌어야 해?"] |
| compatibility | {"recommended":["think-tool"],"optional":[],"remote_mcp_note":"think-tool이 있으면 특정 직원 상황에 맞는 코칭 질문 생성 품질이 높아집니다. Claude 설정 → MCP Servers에서 remote SSE 엔드포인트를 추가하세요."} |
Use when:
Not for:
When asked to help with a specific meeting:
Suggested agenda for 1-on-1 with [name]:
1. Follow-through check: [commitments from last meeting]
2. Employee topics (their priority order)
3. Coaching questions for this situation:
- [Question 1 — open, employee-led]
- [Question 2 — growth-focused]
- [Question 3 — feedback invitation]
4. One manager item (if time allows): [topic]
Commitment to document: [specific follow-through item]
| Claude | You |
|---|---|
| Generates coaching questions tailored to the employee's situation | Has the actual conversation; coaching requires human presence |
| Scores current 1-on-1 practice (0-10) with highest-leverage improvement |
| Makes judgment calls about what the employee actually needs |
| Suggests agenda structure for specific meeting types (growth, feedback, returning from leave) | Builds trust through consistency, follow-through, and honesty |
| Drafts SBI-model feedback statements | Delivers feedback in person with appropriate tone |
| Identifies if the "empty agenda" pattern is a signal worth investigating | Decides how to respond to what the employee actually brings |
../1-on-1-ic/SKILL.md — understand what your ICs are trying to do in the meeting../leveling-manager/SKILL.md — 1-on-1 growth tracking feeds the promotion evidence logThe 1-on-1 is the most important meeting in a manager's week — and it belongs to the employee, not the manager. A manager's primary job is to make their team successful. The 1-on-1 is the primary instrument for that work: surfacing what the employee actually thinks, removing blockers they won't raise in group settings, investing in their growth, and building the trust that enables honest feedback in both directions.
The foundation: The 1-on-1 has two failure modes. Mode 1: status update theater — the manager asks about projects, the employee reports status, nothing changes. Mode 2: sporadic and cancellation-prone — the signal sent is "your time and development are not my priority." The antidote is a consistent, employee-led meeting with a prepared agenda, focused on the person not the project, with documented follow-through.
When a manager describes their current practice, produce:
When a manager asks for help running a specific meeting, produce:
Goal: 10/10. When evaluating a manager's 1-on-1 practice, rate 0-10. A 10/10 means meetings are weekly, employee-led, focused on growth and blockers, and followed up with action. Always provide the current score and specific improvements needed.
Core concept: 1-on-1s should be weekly, 30-45 minutes, at a fixed time. They should never be cancelled by the manager — only rescheduled if truly unavoidable. The message sent by cancellation is "your development is optional." Frequency matters more than duration.
Why it works: Trust and psychological safety are built through consistent, reliable contact. An employee who knows their manager will show up every week, prepared and present, will bring harder problems and more honest feedback. An employee whose 1-on-1s are frequently cancelled learns to deprioritize their own development.
Key insights:
Practice applications:
| Context | Pattern | Example |
|---|---|---|
| Setting cadence | Weekly fixed time | "Let's block 30 minutes every Tuesday at 10am — this is your standing meeting" |
| Cancellation policy | Reschedule, never cancel | "I need to move Tuesday's 1-on-1 — can we do Thursday at 10am instead?" |
| New report | First meeting is relationship, not tasks | "Tell me about your best work experience. What made it great?" |
| Preparation | Review notes before meeting | "I noted you were concerned about the API timeline last week — how has that evolved?" |
| Remote cadence | Same presence standards | Video on, door closed, phone away — 30 minutes of full presence |
Core concept: The 1-on-1 agenda belongs to the employee. The manager may add items, but the employee's topics take precedence. A shared doc — updated by the employee before each meeting — is the standard tool. Topics accumulate throughout the week; the meeting works through them in order of the employee's priority.
Why it works: When managers control the agenda, 1-on-1s become another manager-driven meeting. When employees own the agenda, they're incentivized to think about what they need help with and to bring the real issues, not just safe ones. The act of writing topics down also gives employees agency: they're not waiting to be asked — they're preparing to direct.
Key insights:
Practice applications:
| Context | Pattern | Example |
|---|---|---|
| Agenda setup | Shared running doc | "Here's our shared doc — add topics any time. I'll see them before we meet." |
| Empty agenda | Coach to generate topics | "What's been on your mind this week? What's felt harder than it should? What do you want to get better at?" |
| Status update redirect | Redirect to async | "Good to know — post that in #project-updates. What would you actually like to talk about?" |
| Manager topics | Add at bottom | "I have a question about the Q3 plan — I'll add it at the bottom; let's do your topics first" |
| Follow-through | Use the doc as memory | "We agreed you'd talk to the platform team by Friday — how did that go?" |
Core concept: The manager's primary mode in a 1-on-1 is asking, not telling. Coaching questions help the employee develop their own thinking, surface what they actually believe, and arrive at their own solutions — which they are far more likely to act on than manager-prescribed solutions.
Why it works: Telling is fast and feels efficient. But employees who are told what to do don't develop judgment, don't build ownership, and don't grow. Coaching builds the employee's capacity to handle similar situations independently. The ROI of one good coaching question is months of compounding growth.
Key insights:
Practice applications:
| Context | Pattern | Example |
|---|---|---|
| Opening question | Broad, employee-led | "What's on your mind?" or "What would make today's conversation most valuable?" |
| Problem exploration | Socratic sequence | "What have you tried? What happened? What did you learn from that?" |
| Growth conversation | Forward-looking | "Where do you want to be in a year? What's one thing that would most accelerate you?" |
| Feedback invitation | Create safety | "What's one thing I could do differently that would make it easier for you to do great work?" |
| GROW structure | Full coaching sequence | Goal: "What outcome are you looking for here?" → Reality: "What's the current situation?" → Options: "What are three ways you could approach this?" → Will: "Which will you try?" |
Core concept: Every employee should have a documented growth direction — not a formal PIP, but a shared understanding of what they're trying to get better at and why. The manager's role is to actively create growth opportunities: stretch assignments, feedback, sponsorship, and visibility.
Why it works: Employees who feel their manager is invested in their growth are dramatically more engaged and retained. Growth conversations that happen only in annual reviews are too infrequent to drive real development. Integrating growth into the weekly 1-on-1 makes development continuous, not episodic.
Key insights:
Practice applications:
| Context | Pattern | Example |
|---|---|---|
| Initial growth conversation | Open, employee-led | "What kind of engineer do you want to be in three years? What's most important to you about your work?" |
| Growth note | Document and revisit | Shared section in 1-on-1 doc: "Growth focus: leading technical design. Next opportunity: own the Q3 API design." |
| Stretch assignment | Set up for success | "I'm giving you the Q3 planning lead — here's what I'll handle, here's what's yours, here's how we'll check in" |
| Sponsorship | Advocate externally | "I mentioned your API work to the VP — she wants to hear from you directly. I'll intro you." |
| Skill gap conversation | Specific and collaborative | "I want to share what I see as a growth edge — and I want to hear if it matches what you see" |
Core concept: The 1-on-1 is the primary channel for timely, specific feedback — both manager to employee and employee to manager. Feedback that waits for performance reviews is neither timely nor actionable. Trust is built when feedback is honest, specific, two-directional, and followed through on.
Why it works: Employees who receive frequent, specific feedback grow faster and feel more confident. Managers who actively solicit upward feedback build teams that tell them the truth — which is the most valuable intelligence a manager can have. Delayed feedback compounds: a small issue, unaddressed, grows into a large one.
Key insights:
Practice applications:
| Context | Pattern | Example |
|---|---|---|
| Timely positive feedback | Specific + near-real-time | "The presentation to the stakeholders yesterday — the way you handled the pushback on the timeline was exactly right" |
| Developmental feedback | SBI model | Situation: "In yesterday's design review—" Behavior: "you dismissed Chen's concern before she finished" Impact: "it shut down discussion and she didn't contribute the rest of the meeting" |
| Upward feedback request | Regular, specific | "I want your honest take: is there something I do in our 1-on-1s that makes it harder for you to raise hard things?" |
| Trust repair | Name the gap directly | "I realize I cancelled our last two 1-on-1s — that sent a bad signal. I want to change that." |
| Safety check | Test psychological safety | "If something was really bothering you about how the team operates, would you feel comfortable bringing it to me?" |