Roleplay Scenario
Scenario Overview
Your team recently had a retro that turned into a bit of a blame game, leaving some folks feeling down. It’s important to address this, rebuild trust, and set a positive tone for future retros. Let’s focus on understanding what went wrong and how we can do better next time. Building psychological safety and empathy is key.
Roles & Setup
Role A – Team Lead (You)
You're setting the stage for a trust-rebuilding session.
Your goal: Guide the team through reflection, encourage open communication, and find ways to keep blame out of future retros.
Role B – Team Member
You felt blamed during the last retro and are a bit hesitant to speak up again.
Your goal: Share your experience and help brainstorm ideas for better team dynamics.
Role C – Facilitator (Optional)
You helped run the last retro and feel partially responsible for the blame atmosphere.
Your goal: Support the team lead by helping create actionable steps and ensuring everyone's voice is heard.
Suggested Openers
Team Lead:
- “Hey everyone, thanks for coming together. I want us to talk about our last retro and figure out how we can improve our communication going forward.”
- “I’ve been reflecting on our last retro and how it might have affected us. Let’s chat about it and explore ways we can support each other better.”
Team Member:
- “I appreciate the chance to talk about this. It was tough last time, and I’d like to see how we can avoid those feelings moving forward.”
- “I was a bit hesitant to speak up last time, but I’m hopeful we can turn this into a positive change.”
Facilitator:
- “I’m here to help guide us through this discussion. Let’s focus on creating a more supportive environment going forward.”
- “After thinking about the last session, I want to help us turn any negatives into positives.”
Sample Roleplay in Action
Team Lead:
“Thanks for being here. I know our last retro didn’t go as planned, and I want us to learn from it. Let’s talk about what happened and how we can make sure our retrospectives are constructive and supportive. We could start by setting ground rules like using ‘I’ statements and focusing on processes, not people.”
Team Member:
“Thanks for bringing this up. I felt a bit singled out, which made me reluctant to share more. I’d like to find ways we can express concerns without pointing fingers. Using ‘I’ statements might help.”
Facilitator:
“I’m sorry if the retro felt uncomfortable. It’s important that we all feel safe to share. Let’s come up with some guidelines for future sessions to make sure everyone feels heard and respected. Maybe we can start and end with a round of appreciations.”
Team Lead:
“I appreciate your honesty. Let’s agree on some ground rules. For example, let’s focus on the process rather than individuals when discussing issues, and make sure everyone has the opportunity to speak without interruption.”
Team Member:
“Agreed. Maybe we could also start with positives to set a constructive tone?”
Facilitator:
“That’s a great idea. Starting with what went well can help balance the conversation and remind us of our strengths.”
Team Lead:
“Let’s document these ideas and try them out in our next retro. I’ll also check in with each of you beforehand to see how you’re feeling. Does that sound good?”
Team Member:
“That sounds good to me. I’m hopeful this will help us grow stronger as a team.”
Facilitator:
“Great. I’ll help keep us on track and make sure we stick to our new guidelines.”
Post-Scenario Tools
Curveball Mode (Optional)
Introduce one of these challenges to test adaptability:
- A team member interrupts with a defensive comment
- Someone suggests skipping retros altogether
- Another project crisis emerges mid-discussion
Reflection Checklist
As the Team Lead:
- Did you create a safe space for open dialogue?
- Did you focus on solutions rather than rehashing blame?
- Did you encourage team members to contribute positively?
As a Participant:
- Did you share your experiences constructively?
- Did you listen actively and propose solutions?
- Did you help build a supportive atmosphere?
Common Mistakes to Avoid
- Ignoring underlying issues that led to blame
- Focusing too much on negative aspects without proposing improvements
- Allowing the conversation to go off-track or escalate
Pro Tip
Rebuilding trust takes time and consistent effort. Frame these sessions as a journey towards a healthier team culture. Encourage continuous feedback and be open to adjusting strategies as needed.