Roleplay Scenario
Scenario Overview
Your team has been feeling some friction that's starting to impact how well everyone works together. There are underlying issues that haven't been addressed, leading to misunderstandings and a drop in morale. It's time to open up the floor for an honest conversation to help clear the air.
Roles & Setup
Role A – Team Facilitator (You)
You’ve picked up on the tension and want to help the team talk about it.
Your goal: Create a comfortable space for discussion and steer it towards a positive outcome.
Role B – Team Member 1
You've been feeling frustrated with the way things have been communicated recently.
Your goal: Share your feelings openly and seek clarity.
Role C – Team Member 2
You notice the tension and want to make sure everyone has a chance to be heard.
Your goal: Participate in the discussion and work towards a resolution.
Role D – Team Lead (Optional)
You've been aware of some issues but have been focused on other priorities.
Your goal: Listen, support, and help the team find a way forward.
Suggested Openers
Team Facilitator:
- “I've sensed some tension in our team lately, and I think it would be good for us to talk about it. How’s everyone feeling?”
- “I want us to have an open chat about any concerns or frustrations. What do you think we could do better as a team?”
Team Member 1:
- “I've been feeling a bit frustrated with how our meetings go. Sometimes, it feels like my feedback doesn’t make a difference.”
- “There’s something that’s been bothering me, and I think it’s affecting how we work together.”
Team Member 2:
- “I’ve noticed some misunderstandings, and I think talking about them could help us work better together.”
- “I’ve felt some tension too, and I think it would help if we addressed it.”
Team Lead:
- “I’m glad we’re talking about this. Let’s see if we can pinpoint what’s going on and figure out a way to improve things.”
- “Thanks for bringing this up. I want to support you all in resolving any issues.”
Sample Roleplay in Action
Team Facilitator:
“I’ve noticed some unease in our team meetings lately, and I think it’s important for us to talk about it. I’d love to hear what’s on everyone’s mind.”
Team Member 1:
“Yeah, I’ve been a bit frustrated with how feedback is handled. It sometimes feels like it’s not heard or acted upon, and that’s discouraging.”
Team Member 2:
“I’ve noticed that too. I think we sometimes rush through meetings without fully addressing everyone’s points, which leaves things unresolved.”
Team Lead:
“Thanks for sharing that. It’s important we get things out in the open. What can we do to make sure feedback is better received?”
Team Facilitator:
“Maybe we can start by having regular feedback sessions where everyone has a chance to speak and we agree on action items.”
Team Member 1:
“That sounds good. Also, a follow-up meeting could help ensure we’re on track and that our input is being valued.”
Team Member 2:
“Agreed. I think having a clearer structure and follow-up would make a big difference.”
Team Lead:
“Let’s try these ideas and check back in a few weeks to see how it’s going. I’m committed to making sure our team feels supported.”
Team Facilitator:
“Great, let’s note these steps and make sure to revisit them regularly. Thanks, everyone, for being open to this discussion.”
Post-Scenario Tools
Curveball Mode (Optional)
Throw in one of these mid-roleplay to see how participants adapt:
- One team member becomes defensive or withdrawn.
- A team member feels their concerns are being dismissed.
- A new priority distracts from the conversation.
Reflection Checklist
As the Facilitator:
- Did you create a safe space for open dialogue?
- Did you guide the conversation towards actionable outcomes?
- Did you ensure everyone had a chance to speak?
As a Team Member:
- Did you share your concerns constructively?
- Did you listen actively to others’ perspectives?
- Did you contribute to finding a solution?
As the Team Lead:
- Did you support the team without dominating the conversation?
- Did you help move towards a practical resolution?
- Did you commit to follow-up actions?
Common Mistakes to Avoid
- Avoiding the conversation due to discomfort
- Allowing the discussion to devolve into blame
- Ignoring follow-up and accountability
Pro Tip
Addressing tension early prevents bigger conflicts. Approach with empathy and a genuine desire to find solutions. Regularly check in on team dynamics to foster a positive environment.