Roleplay Scenario
Scenario Overview
A team member recently led an initiative that didn't hit the mark. As their mentor or manager, your role is to help them think about what happened, figure out what they can learn, and plan the next steps—without them feeling too down about it. You want to encourage them to bounce back stronger.
Roles & Setup
Role A – Mentor/Manager (You)
You're here to offer perspective and guidance after the project didn’t meet expectations.
Your goal: Help them reflect, highlight positives, and foster a constructive mindset.
Role B – Team Member
You led an initiative that didn’t go as planned and are feeling a bit down.
Your goal: Understand what went wrong, learn from the experience, and regain confidence.
Suggested Openers
Mentor/Manager:
- “Hey, thanks for sitting down with me. I know the project didn’t turn out as we hoped. How are you feeling about it?”
- “Let’s chat about the recent initiative. I’d love to hear your thoughts on what worked and what didn’t.”
Team Member:
- “I’m feeling a bit down about it. I thought we had a good plan, but it just didn’t come together.”
- “I’m trying to figure out where things went off track and how to avoid that next time.”
Sample Roleplay in Action
Mentor/Manager:
“Thanks for meeting today. I know the project didn’t go as planned, and that’s alright. How are you feeling about it?”
Team Member:
“I’m pretty disappointed. I thought we had a solid plan, but we missed the mark. I’m not sure where to start fixing things.”
Mentor/Manager:
“It’s normal to feel that way. Let’s break it down together. What parts of the project do you think went well, even if the outcome wasn’t what we wanted?”
Team Member:
“Well, the initial planning phase was strong, and I felt like we had clear goals. The execution just didn’t align with our expectations.”
Mentor/Manager:
“That’s a great observation. Recognizing what worked is important. For the execution, were there specific hurdles that caught the team off guard?”
Team Member:
“Yeah, the timeline was tighter than we anticipated, and we didn’t involve stakeholders early enough, which led to last-minute changes.”
Mentor/Manager:
“Engaging stakeholders early is crucial. It sounds like you’ve pinpointed some areas for improvement. How do you think you can address these in future projects?”
Team Member:
“I think setting up more regular check-ins and getting feedback sooner could help us catch issues earlier.”
Mentor/Manager:
“That sounds like a good plan. Remember, every project is a learning opportunity. You’ve identified clear steps to improve, and I’m here to support you as you apply these lessons.”
Team Member:
“Thanks, I appreciate it. I’ll start drafting some ideas for stakeholder engagement strategies and share them with you for feedback.”
Mentor/Manager:
“Great. Let’s touch base again next week to review your ideas. I’m confident you’ll come back stronger and more prepared.”
Post-Scenario Tools
Curveball Mode (Optional)
Introduce these scenarios to test adaptability:
- The team member insists the failure was due to factors outside their control.
- The team member expresses doubt about their capability to lead future projects.
- An unrelated urgent issue distracts from the conversation.
Reflection Checklist
As the Mentor/Manager:
- Did you create an environment of trust and support?
- Did you help the team member identify both successes and areas for improvement?
- Did you offer specific, actionable advice for future projects?
As the Team Member:
- Did you reflect on the experience constructively?
- Did you identify clear steps for improvement?
- Did you stay open to feedback and support?
Common Mistakes to Avoid
- Solely focusing on the negatives without acknowledging successes.
- Overlooking the team member’s feelings and rushing to solutions.
- Providing generic advice without practical steps.
Pro Tip
Turning setbacks into learning opportunities builds resilience and strengthens your team's problem-solving skills. Encourage a growth mindset and celebrate the courage to try again.