one-on-one-prep
Prepare for a 1:1 so it drives outcomes instead of becoming a status update. Use when asked to prep for a one-on-one, build a 1:1 agenda, prepare to talk to your manager (or a report), or raise something hard in a 1:1. Produces a focused 1:1 agenda — your top topics with the outcome you want for each, the asks, updates kept brief, and growth/feedback threads, tuned to direction (with your manager vs. with a report).
git clone --depth 1 https://github.com/mohitagw15856/pm-claude-skills /tmp/one-on-one-prep && cp -r /tmp/one-on-one-prep/plugins/pm-career/skills/one-on-one-prep ~/.claude/skills/one-on-one-prepSKILL.md
# One-on-One Prep Skill The 1:1 is the highest-leverage meeting you have — and it's wasted when it defaults to status (which belongs in writing). This skill preps an agenda built around the **outcomes you want**: the decisions to unblock, the asks to make, the feedback to exchange, and the career threads to keep warm — so 30 minutes moves things instead of just reporting them. ## Required Inputs Ask for these only if they aren't already provided: - **Direction** — prepping for a 1:1 **with your manager** (managing up) or **with your report** (managing down)? The agenda differs. - **What's on your mind** — blockers, decisions, tensions, wins, career topics (rough notes are fine). - **Anything time-sensitive** or any hard thing you've been avoiding raising. - **Last 1:1's follow-ups**, if any. ## Output Format ### 1:1 Prep — with [name], [date] **1. Top topics (most important first)** — for each: the topic, **the outcome you want**, and the framing. Lead with what needs a decision or unblock, not updates. | Topic | Outcome I want | How I'll frame it | |---|---|---| **2. Asks** — explicit requests (a decision, air cover, a connection, time). Naming the ask is the point of the meeting. **3. Status — kept brief** — 2–3 bullets of what they genuinely need to know; link the rest. Don't let this eat the meeting. **4. Feedback (both ways)** — feedback to give (specific, kind, actionable) and a prompt to ask for feedback on yourself. **5. Growth / career** — the longer-game thread to keep warm (a stretch goal, a development area, a promotion track). **6. Follow-ups** — from last time, and what you'll commit to from this one. *Direction note:* **managing up** → lead with decisions you need and asks; surface risks early; make it easy to help you. **Managing down** → lead with their agenda and growth, listen more than you talk, end with clear next steps. ## Quality Checks - [ ] Topics lead with a desired **outcome**, not a status recap - [ ] At least one explicit **ask** is named - [ ] Status is condensed to a few bullets (the rest written/linked) - [ ] Feedback flows both ways, and is specific and actionable - [ ] A growth/career thread is kept on the agenda, not just the urgent stuff - [ ] The agenda is tuned to direction (managing up vs. down) ## Anti-Patterns - [ ] Do not turn the 1:1 into a status report — status belongs in writing; use the live time for decisions, feedback, and growth - [ ] Do not avoid the hard topic — name it, framed constructively; the 1:1 is the safest place to raise it - [ ] Do not arrive without an ask — "anything you need?" wastes the leverage - [ ] Do not let career/growth fall off when things are busy — it's the first thing dropped and the most costly - [ ] Do not over-pack — 3 real topics beat 10 skimmed ## Based On 1:1 management practice (Andy Grove, *High Output Management*; manager-tools 1:1 cadence) — outcome-led agendas, managing up and down.
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Design statistically rigorous A/B tests for product features, UI changes, onboarding flows, and pricing experiments. Use when asked to set up an experiment, design an A/B test, calculate sample size, or interpret test results. Produces a complete test plan with hypothesis, variant definitions, sample size, duration estimate, guardrail metrics, and a results interpretation guide.
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Generate a WCAG 2.2 accessibility audit checklist and remediation suggestions for any UI or design. Use when asked to audit for accessibility, check WCAG compliance, review a design for a11y issues, or create an accessibility remediation plan. Produces a prioritised checklist with pass/fail assessments and specific fixes.
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Request a reasonable accommodation at work or in education — frame it around the barrier and the adjustment (not your diagnosis), cite the right process, and navigate the back-and-forth constructively. Use when someone says 'I need a workplace accommodation', 'request reasonable adjustments', 'ADA/Equality Act accommodation', or 'how do I ask for accommodations for my disability/condition'. Produces the request letter, a barriers-and-adjustments map, disclosure guidance, and a plan for the interactive process. Not legal advice — routes to the formal process and to advocacy where needed.
Build a structured account plan for any key customer or target account. Use when asked to create an account plan, key account strategy, strategic account review, or territory plan. Produces a complete account plan with relationship map, growth opportunities, risks, and 90-day action plan.