Introduction: What You’ll Learn
In this simulation, you’ll practice talking about your achievements and contributions during 1:1s and performance reviews. You'll learn how to highlight your impact, connect your goals with team objectives, and discuss feedback constructively.
You’ll practice:
- Clearly structuring your achievements
- Aligning your work with team and company goals
- Handling feedback constructively
- Setting future goals and asking for support
Step-by-Step Simulation
Scene 1: Preparing for the Discussion
(You're about to have a 1:1 with your manager, Sam. You've been busy with several projects and want to make sure your efforts are recognized.)
Preparation Tip:
- Jot down your recent achievements, focusing on what you've accomplished and any metrics that show your impact.
- Think about how your work supports team and company goals.
- Be ready to share specific examples and discuss any challenges you faced and overcame.
You: "Hi Sam, thanks for meeting today. I'd like to chat about some recent projects and get your thoughts on how I've been doing."
Scene 2: Articulating Achievements
You: "I wanted to highlight the analytics dashboard project. I led the effort to improve data accuracy by 30%, which really helped our team make better decisions. Plus, I coordinated with different teams to bring in new data sources, which boosted our reporting capabilities."
Manager (Sam): "That’s great to hear. Can you tell me more about how you kept the team on track?"
You: "Sure! I set up weekly check-ins to keep everyone aligned and used metrics to spot any issues early on. This approach helped us stay on schedule and focus on what mattered."
Manager (Sam): "Sounds effective. What changes have you noticed since these updates?"
You: "The feedback’s been really positive. Other departments are also interested in adopting similar improvements, which is exciting."
Scene 3: Seeking Feedback and Setting Goals
You: "I’d love to hear your thoughts on any areas where I could improve, and I’d also like to discuss my goals for the next quarter."
Manager (Sam): "You did an excellent job with the dashboard. It might be beneficial to work more closely with the product team. What goals do you have in mind for next quarter?"
You: "I'm planning to lead a workshop on data visualization best practices and would love to start mentoring some of the junior team members."
Manager (Sam): "Those are great goals. Let’s lay out some steps to help you achieve them."
Scene 4: Wrapping Up
You: "Thanks for the feedback, Sam. I’ll put together a plan for the workshop and mentorship and would appreciate your input. Thanks for supporting my growth."
Manager (Sam): "Looking forward to seeing your progress. Let’s check in again next month."
Mini Roleplay Challenges
Challenge 1: Your manager asks for more details on how your work aligns with team goals.
- Best Response: Clearly connect your project outcomes to specific team or company objectives, using metrics where possible.
Challenge 2: Your manager provides vague feedback.
- Best Response: Politely ask for specific examples or areas to focus on for improvement.
Challenge 3: You struggle to connect your work to broader goals.
- Best Response: Request insights from your manager on how to better align your work with organizational objectives.
Optional Curveball Mode
- Your manager questions the effectiveness of a project you led.
- You realize mid-conversation you weren’t ready for a specific question.
- Another team member’s feedback is mentioned, leading to a comparison.
Practice handling each situation smoothly, keeping the focus on your contributions.
Reflection Checklist
Preparation
- Did I prepare clear examples of my impact?
- Did I align my achievements with team and company goals?
Communication
- Was I clear and concise in explaining my contributions?
- Did I listen actively and respond constructively to feedback?
Progress & Growth
- Did I set actionable goals for the future?
- Did I ask for guidance and support for my professional development?
Common Mistakes to Avoid
- Focusing too much on tasks rather than outcomes
- Forgetting to prepare specific examples of impact
- Not aligning achievements with broader goals
- Ignoring feedback or not seeking clarity