Roleplay Scenario
Scenario Overview
You've noticed that a colleague often dominates discussions in team meetings, unintentionally preventing quieter team members from sharing. You want to offer them feedback constructively, aiming to create a more inclusive atmosphere. The goal is to improve team dynamics and ensure everyone feels heard, without causing defensiveness or conflict.
Roles & Setup
Role A – Feedback Giver (You)
You've observed how your colleague's behavior impacts team collaboration.
Your goal: Provide feedback in a way that helps create a more inclusive meeting environment.
Role B – Dominating Peer
You're enthusiastic and often lead discussions in meetings but might not realize the effect on others.
Your goal: Understand the feedback and think about how your communication style affects the team.
Suggested Openers
Feedback Giver:
- “Hey, can we chat for a minute? I’ve been thinking about how we can make our meetings more inclusive.”
- “I wanted to talk to you about something I’ve noticed in our meetings that might help us collaborate better.”
Dominating Peer:
- “Sure, I’m open to feedback. What’s up?”
- “Of course, I’d love to hear your thoughts. How can we improve?”
Sample Roleplay in Action
Feedback Giver:
“Hey, thanks for meeting with me. I’ve noticed that in our meetings, you bring a lot of great energy and ideas, which is awesome. But sometimes, it feels like others don’t get as much of a chance to speak. I think we could all benefit from hearing more voices.”
Dominating Peer:
“I didn’t realize that. I get really into our projects and might get carried away. Do you think it's causing issues?”
Feedback Giver:
“A little, yeah. Some people might hold back because they feel there isn’t room to jump in. Encouraging more participation could really improve our discussions.”
Dominating Peer:
“I get it. I’ll try to be more mindful of giving others space. Any tips on how I can do that?”
Feedback Giver:
“Maybe after you share your thoughts, pause and ask others what they think. You might also encourage specific team members to share their opinions.”
Dominating Peer:
“That’s a good idea. I’ll try that in our next meeting. Thanks for letting me know—I appreciate it.”
Feedback Giver:
“No problem, I’m glad we talked. I think it’s going to make a positive difference.”
Post-Scenario Tools
Curveball Mode (Optional)
Introduce one of these challenges mid-roleplay to test adaptability:
- The peer gets defensive and insists others should speak up more.
- The peer acknowledges the feedback but asks for specific examples for clarity.
- Another team member joins the conversation and shares a similar observation.
Reflection Checklist
As the Feedback Giver:
- Did you approach the conversation with empathy and clarity?
- Did you focus on behavior rather than personal traits?
- Did you suggest practical steps for improvement?
As the Dominating Peer:
- Did you listen actively without becoming defensive?
- Did you seek to understand how your behavior affects the team?
- Did you express willingness to adjust your approach?
Common Mistakes to Avoid
- Making the feedback personal rather than about behavior
- Assuming the peer is aware of their impact
- Failing to provide actionable advice for improvement
- Allowing the feedback session to become accusatory
Pro Tip
Frame feedback around the benefits to team dynamics and collaboration to make it more readily received. Approach the conversation as a way to enhance collective success rather than criticize individual behavior.