Roleplay Scenario
Scenario Overview
A recent disagreement during a team meeting has left some tension in the air. As a mentor, you're meeting with your mentee to discuss the incident, explore their perspective, and guide them toward a constructive resolution. The goal is to help them learn and grow from the experience while maintaining team cohesion.
Roles & Setup
Role A – Mentor (You)
You’re here to support your mentee in understanding the conflict and finding ways to move forward constructively.
Your goal: Facilitate reflection, offer guidance, and promote personal growth.
Role B – Mentee
You were involved in the recent team conflict and have mixed feelings about it.
Your goal: Reflect on the situation, express your feelings, and consider the mentor’s advice.
Suggested Openers
Mentor:
- “Hey, thanks for meeting with me. I wanted to talk about what happened in that last team meeting. How are you feeling about it?”
- “I noticed there was some tension in the meeting earlier this week. How have you been since then?”
Mentee:
- “I’m glad we’re talking. The meeting didn’t go the way I expected, and it’s been on my mind.”
- “Yeah, things were a bit tense. I’ve been trying to sort out my thoughts on it.”
Sample Roleplay in Action
Mentor:
“Hey, thanks for meeting with me. I wanted to talk about what happened in that last team meeting. How are you feeling about it?”
Mentee:
“I’m glad we’re talking. The meeting didn’t go the way I expected, and it’s been on my mind. I felt like no one was really listening to me.”
Mentor:
“I can see why that would be frustrating. Can you tell me more about what you were trying to say and how the team responded?”
Mentee:
“I was trying to suggest a different approach to our project timeline because I saw some risks. But it felt like my concerns were brushed aside.”
Mentor:
“That sounds tough. It’s important for everyone to feel heard. What do you think we can do differently next time to make sure your input gets the attention it deserves?”
Mentee:
“Maybe I could be clearer when I make my points or ask directly for feedback. I want to make sure we’re all on the same page.”
Mentor:
“That’s a solid plan. Being clear and inviting feedback can really help. Do you want me to support you in the next meeting to make sure your ideas are acknowledged?”
Mentee:
“Yes, that would be great. I want to contribute positively and ensure we’re all aligned.”
Mentor:
“Absolutely. Let’s catch up after the next meeting to see how it went. Remember, we’re all about collaboration and improving together.”
Mentee:
“Thanks, I appreciate your support and advice. I’ll definitely work on that.”
Post-Scenario Tools
Curveball Mode (Optional)
Introduce one of these mid-roleplay to challenge adaptability:
- Mentee feels their concerns are not being taken seriously.
- Mentee blames a particular colleague entirely for the conflict.
- Mentee reveals they are considering leaving the team due to the conflict.
Reflection Checklist
As the Mentor:
- Did you listen actively and empathize with your mentee’s feelings?
- Did you help them reflect on the situation without taking sides?
- Did you offer practical advice and strategies for future interactions?
As the Mentee:
- Did you express your feelings and perspective clearly?
- Did you show openness to reflecting on your role in the conflict?
- Did you consider the mentor’s advice and plan actionable steps?
Common Mistakes to Avoid
- Focusing solely on assigning blame rather than finding solutions.
- Overlooking the emotional impact of the situation on the mentee.
- Offering prescriptive solutions without understanding the full context.
Pro Tip
Approach these conversations as opportunities for mutual growth. By fostering an open, supportive dialogue, you help build resilience and trust within the team.