Roleplay Scenario
Scenario Overview
You’re taking part in a 360-degree feedback session. The aim is to share constructive feedback with a colleague and also receive feedback from them. This exercise helps improve team dynamics and personal growth.
Roles & Setup
Role A – Team Member Giving Feedback (You)
You’ll provide feedback to your colleague about their teamwork and communication skills.
Your goal: Offer specific, actionable feedback that can help them improve.
Role B – Team Member Receiving Feedback
You’ll receive feedback and also give your own perspective on your colleague’s work.
Your goal: Listen actively, ask questions for clarity, and share feedback in return.
Role C – Observer (Optional)
You’re here to watch the feedback exchange and offer additional insights.
Your goal: Note the effectiveness of the feedback and suggest improvements.
Suggested Openers
Team Member Giving Feedback:
- “I really appreciate how you lead during our project sprints. One thing I think we could work on is making sure our documentation is updated quickly, so everyone stays in the loop.”
- “Your problem-solving skills are top-notch, especially when things get intense. But I've noticed the team could benefit from more group brainstorming sessions.”
Team Member Receiving Feedback:
- “Thanks for letting me know. Keeping documentation current is something I’m working on. Do you have any tips that could help make this easier?”
- “I appreciate your feedback on brainstorming. I’d love any ideas you have for making these sessions more effective.”
Sample Roleplay in Action
Team Member Giving Feedback:
“I wanted to start by saying how much I admire your drive to tackle new challenges. One thing I noticed is that while you’re great at pushing projects forward, sometimes people aren’t clear on their roles. Have you thought about ways to make role assignments clearer?”
Team Member Receiving Feedback:
“Thanks for mentioning that. I’ve seen that too and am thinking about doing more detailed kickoff meetings. Do you think that would help, or do you have other suggestions?”
Team Member Giving Feedback:
“Detailed kickoff meetings sound like a solid plan. You might also try regular check-ins to keep everyone aligned. By the way, I really appreciate your detailed feedback on code reviews—it’s very constructive.”
Team Member Receiving Feedback:
“Thank you! I’ll definitely try more regular check-ins. As for the code reviews, I aim to provide constructive feedback. Let me know if there are specific areas where I can improve.”
Team Member Giving Feedback:
“Will do, and thanks for being open to feedback. It’s great to have such proactive communication.”
Post-Scenario Tools
Curveball Mode (Optional)
Introduce one of these midway to challenge participants:
- The person receiving feedback gets defensive and needs gentle redirection.
- Feedback given is too general, prompting requests for more specifics.
- An observer notes that important feedback was left out due to hesitation.
Reflection Checklist
As the Feedback Giver:
- Did you provide specific examples?
- Did you balance positive and constructive feedback?
- Did you encourage dialogue rather than just giving feedback?
As the Feedback Receiver:
- Did you listen actively without interrupting?
- Did you ask clarifying questions if needed?
- Did you respond positively and avoid defensiveness?
As the Observer:
- Did you notice any communication barriers?
- Was the feedback clear and actionable?
- Did both parties feel heard and respected?
Common Mistakes to Avoid
- Focusing only on negatives without acknowledging positives
- Giving vague feedback that lacks actionable steps
- Reacting defensively to constructive criticism
Pro Tip
Effective feedback is a two-way street. Approach these sessions with openness and a genuine desire to grow, and both you and your team will benefit.