# Effective 1:1s — Quiz

## Question 1

Whose meeting is a 1:1?

A) The manager's — they set the agenda
B) The report's — they own the topics
C) Equal — split 50/50
D) Whoever has more urgent items

<!-- ANSWER: B -->
<!-- EXPLANATION: A 1:1 is the report's meeting. The manager's job is to listen, ask questions, and support. The report should add topics first; their concerns set the tone. This builds trust and ensures the meeting serves their growth. -->

## Question 2

What cadence is recommended for a new team member?

A) Monthly
B) Biweekly
C) Weekly
D) Only when they ask

<!-- ANSWER: C -->
<!-- EXPLANATION: New team members need more guidance and relationship-building. Weekly 1:1s help establish trust, surface blockers early, and accelerate onboarding. Biweekly is typical for established reports; senior folks may do biweekly or monthly. -->

## Question 3

What is the recommended order for 1:1 agenda topics?

A) Manager's topics first, then report's
B) Report's topics first, then manager's, then career
C) Whatever is most urgent
D) Status update, then open discussion

<!-- ANSWER: B -->
<!-- EXPLANATION: Report's topics first. Their concerns, blockers, and ideas set the tone. Manager's topics (feedback, announcements) come second. Career and growth get dedicated time and shouldn't be rushed. This order signals that the report's needs matter most. -->

## Question 4

Which is an anti-pattern in 1:1s?

A) Using a shared doc for preparation
B) Cancelling when "there's nothing to discuss"
C) Dedicating time to career growth
D) Report's topics first

<!-- ANSWER: B -->
<!-- EXPLANATION: Never cancel 1:1s for "no urgent topics." The meeting *is* the relationship. Cancelling frequently signals the meeting isn't important. Reschedule if needed, but don't drop. The other options are recommended practices. -->

## Question 5

When your report says they're "stuck," what should you do first?

A) Give them the solution immediately
B) Ask questions to help them think it through
C) Assign someone else to help
D) Table it for the next meeting

<!-- ANSWER: B -->
<!-- EXPLANATION: Use coaching: ask questions (What have you tried? What's blocking you? What would success look like?) before giving answers. This builds their problem-solving skills and ownership. Direct answers have their place, but questions often yield better long-term growth. -->

## Question 6

What should you do after asking an open-ended question?

A) Fill the silence with another question
B) Wait 3–5 seconds for them to answer
C) Answer it yourself if they hesitate
D) Move to the next topic quickly

<!-- ANSWER: B -->
<!-- EXPLANATION: Silence is powerful. After asking, wait. Give them 3–5 seconds. People often fill silence with the real answer. Jumping in too fast signals you're not genuinely curious and can shut down deeper sharing. -->