Direct Report 1:1 Prep

Prepare talking points for a 1:1 with a direct report. Combines GitHub activity data with vault context (People file, recent dailies) to generate coaching-oriented prep.

When to use

• "Prep 1:1 for [name]", "prep directs", "1:1 prep for [name]"
• As part of the prep-my-day orchestration skill

Prerequisites

• Team roster (team.json) with the person listed under members with relationship: "direct"
• A People file for the person in the vault's People/ directory
• GitHub CLI (gh) authenticated with access to the org

Process

Step 1: Identify the person

1. Match the requested name to a member in the team roster using name, login, or vault_name
2. Confirm the person has "relationship": "direct"
3. If ambiguous (multiple matches), ask the user to clarify

Step 2: Gather data

From the vault:

• Read People/{vault_name}.md for:
  • Open todos (- [ ]) from previous entries
  • Recent 1:1 notes and recurring themes
  • Items tagged #feedback or #followup
  • Stale items (open tasks with dates older than 2 weeks)
  • Items with ⏫ or 📅 markers (high priority or time-sensitive)

From GitHub (last 7 days):

gh search prs --author={login} --org={org} --created={7_days_ago}..{today} --json number,title,repository,state,mergedAt
gh search prs --author={login} --org={org} --merged={7_days_ago}..{today} --json number,title,repository,mergedAt

Extract: PR number, title, repo, state, merged date. Note volume and breadth.

From recent dailies:

• Check last 5-7 daily notes (both active and archive) for:
  • Mentions of the person's name or vault link
  • Open action items involving them
  • Context from previous discussions

Step 3: Build talking points

Organize into these categories:

Recognition — Always lead with something positive if there's signal. Name specific PRs, review quality, initiative shown. Don't be generic ("great work this week"). Be specific ("the refactor in PR #1234 was clean, especially the test coverage").

Open follow-ups — Reference existing open tasks from prior entries that are still incomplete. Mention when they were first noted. Do NOT recreate them as new - [ ] checkboxes (the People file's DataviewJS query already surfaces open tasks).

Project status — For active projects the person is working on, check PR activity and note current state. Frame as check-in questions, not status demands. "How's the migration going?" not "Why isn't the migration done?"

Coaching opportunities — If a PR or pattern suggests a growth area, frame it as a question. "The refactor PR is solid; have you thought about how to test the migration path?" Not "You should test the migration path."

Feedback items — Any #feedback tagged items should be surfaced with context.

Step 4: Write to People file

Write directly into People/{vault_name}.md, prepended before the most recent existing entry.

Format:

#### [[Dailies/YYYY-MM-DD|YYYY-MM-DD]] 1:1

**Topic Name** (Context Type)
- Brief context or PR links
- Check in: question about the topic

**Another Topic** (Recognition)
- What they shipped and why it matters
- Call out: specific good work here

Context types: (Recognition), (Follow-up), (Project Status), (Coaching), (Feedback)

Step 5: Present summary

Before writing (unless the user said "just do it"), present a brief summary:

For [Name]: found N open PRs on [project], M stale follow-ups from [dates], and they merged [notable work] yesterday. Want me to write this up?

Rules

• Do NOT create new - [ ] checkboxes in prep notes. People files typically have a DataviewJS query that aggregates open tasks. New checkboxes create duplicates. Use plain bullets instead.
• Use bold for topic headings, not markdown heading levels (h1-h3 are reserved for file structure).
• Wikilink to project files when referencing projects: [[Projects/Project Name]]
• Wikilink to people when referencing other team members: [[People/Name]]
• Include GitHub PR/issue links inline for quick reference during the meeting.
• Idempotent: If today's date entry already exists in the People file, update it rather than creating a duplicate.
• This is coaching prep, not status tracking. Frame everything through a development lens.