Quiz – Effective check-ins

Learning & Understanding questions help you test your grasp of key APM concepts. They often require careful thinking, not just recalling facts. Some questions describe real situations so you can apply what you have learned.

Which of the following best captures the primary purpose of an APM-style check-in meeting?

Learning & Understanding questions help you test your grasp of key APM concepts. They often require careful thinking, not just recalling facts. Some questions describe real situations so you can apply what you have learned.

What is the recommended structure of a check-in conversation?

Learning & Understanding questions help you test your grasp of key APM concepts. They often require careful thinking, not just recalling facts. Some questions describe real situations so you can apply what you have learned.

A manager opens a weekly check-in by saying, “I just want to quickly run through your tasks and see if anything is blocked.” The employee answers briefly, and the meeting ends after 10 minutes.

What opportunity was most likely missed?

Learning & Understanding questions help you test your grasp of key APM concepts. They often require careful thinking, not just recalling facts. Some questions describe real situations so you can apply what you have learned.

Which of the following would be a valid focus area for a check-in meeting, according to APM?

Reflection questions invite you to connect the topic to your own work experience. There are no wrong answers. It is a moment to pause, think critically, and gain personal insight.

Think about your most recent 1-on-1 or check-in.
To what extent did it explore any of the following: strengths, job clarity, recent progress, or support needs? What might you do differently in your next check-in?

Assess & Act questions ask you to evaluate a situation and think about what you would do. There is no single right answer. The goal is to recognize patterns and consider practical action.

Which of these patterns might indicate that check-ins in your team are missing their developmental potential?

☑️ Check-ins are skipped when things get busy.
☑️ They mostly focus on deliverables and blockers.
☑️ Employees rarely bring up strengths or learning moments.
☑️ Leaders use them to assess readiness for promotion.

→ What patterns do you recognize? Where could you shift the tone or rhythm?

Assess & Act questions ask you to evaluate a situation and think about what you would do. There is no single right answer. The goal is to recognize patterns and consider practical action.

A team lead ends each check-in with, “Any support you need from me?” The employee usually says, “I’m good,” and they wrap up quickly.
How could this check-in be made more valuable using APM principles?

A. Ask more open questions to explore progress, tensions, and contribution.
B. Shift to bi-weekly meetings and extend the time to 45 minutes.
C. Add a standing agenda to review last week’s metrics.
D. Replace the check-in with a quarterly performance dialogue.

→ What could you ask next time instead?

Challenge & Debate open-ended questions are meant to stretch your thinking. You are invited to take a stance, weigh the pros and cons, and consider different viewpoints. Again, there are no wrong answers, only thoughtful ones.

Some leaders feel that weekly check-ins are too frequent and become repetitive.
How would you respond to this concern. And how might you adjust the rhythm without losing the value?