Roleplay Scenario
Scenario Overview
You’re thinking about moving into a leadership role and want some real feedback on where you stand. You’ll talk with a manager or mentor to discuss your current strengths, areas to improve, and next steps. The goal is to get constructive feedback that helps you grow without feeling defensive.
Roles & Setup
Role A – Aspiring Leader (You)
You’re eager to step up your leadership game and want honest insights.
Your goal: Understand your leadership potential and figure out where you can improve.
Role B – Manager or Mentor
You’ve seen the aspirant in action and have some feedback to share.
Your goal: Give balanced, useful feedback to help them grow.
Suggested Openers
Aspiring Leader:
- “I’m really interested in stepping into a leadership role. Could you give me some feedback on what I’m doing well and where I could improve?”
- “I’d love to hear your thoughts on my leadership potential and what skills I should focus on.”
Manager or Mentor:
- “Great to hear you’re thinking about this. Let’s chat about what you’re doing well and where there’s room to grow.”
- “Sure thing. I’ve seen your work on projects, so let’s talk about your leadership potential and any areas to develop.”
Sample Roleplay in Action
Aspiring Leader:
“I’m really interested in growing into a leadership role. Could you give me some feedback on what’s working well for me and what I should work on?”
Manager or Mentor:
“It’s awesome you’re thinking about leadership. You’re strong in teamwork and solving problems. One area to look at is developing a strategic mindset—thinking ahead about how projects fit into the bigger picture.”
Aspiring Leader:
“Thanks for pointing that out. I know I need to get better at strategic planning. Do you have any tips on how I can do that?”
Manager or Mentor:
“Definitely. Try getting involved in strategic planning meetings or lead a project roadmap. Also, consider chatting with someone who’s great at strategy for more insights.”
Aspiring Leader:
“Those are great ideas. I’ll look for chances to join planning sessions. Is there anything else you think I should work on as I aim for leadership?”
Manager or Mentor:
“Keep asking for feedback from your peers, not just managers. It’ll give you a full view of your impact. Also, practice sharing your ideas confidently in meetings.”
Aspiring Leader:
“Thanks, I appreciate the advice. I’ll start by setting up some shadowing opportunities and getting more feedback from peers.”
Manager or Mentor:
“Happy to help. Let’s catch up next month to see how you’re doing.”
Post-Scenario Tools
Curveball Mode (Optional)
Add an unexpected element to keep things interesting:
- Manager questions if you’re ready for leadership roles yet
- Manager emphasizes a different area needing improvement
- Manager suggests a skill or area you hadn’t considered
Reflection Checklist
As the Aspiring Leader:
- Did you ask open-ended questions to get detailed feedback?
- Did you stay open to feedback without getting defensive?
- Did you come away with clear, actionable next steps?
As the Manager or Mentor:
- Did you offer balanced feedback with specific examples?
- Did you give clear suggestions for skill development?
- Did you encourage ongoing growth and support?
Common Mistakes to Avoid
- Focusing only on strengths without acknowledging areas to grow
- Getting defensive or dismissing feedback
- Leaving the conversation without a plan for next steps
Pro Tip
Think of feedback as an ongoing conversation, not just a one-time thing. Regularly seeking input and acting on it shows you’re committed to growth and builds trust in your leadership journey.