Introduction: What You’ll Learn
This simulation guides you through having a sensitive conversation with a developer who is eager for a promotion. While they show potential, they're not quite there yet. You'll practice balancing empathy with clarity to keep them motivated and outline a path forward.
You’ll practice:
- Preparing for the conversation
- Delivering feedback with empathy and clarity
- Setting clear expectations and development goals
- Encouraging growth and maintaining morale
Step-by-Step Simulation
Scene 1: Preparing for the Conversation
Facilitator: "Before meeting with the developer, take some time to review their recent projects. Gather specific examples of their strengths and where they can grow. The goal is to highlight their potential while clearly explaining why it’s not the right time for a promotion yet."
Scene 2: Opening the Conversation
Facilitator: "Hey Jamie, thanks for sitting down with me today. I wanted to chat about your recent work and your career goals, especially regarding a promotion."
Jamie: "Thanks for meeting with me. I’ve been hoping to talk about moving up to the next level."
Facilitator: "Of course, and I really appreciate your enthusiasm and what you've brought to the team. Let’s go over where you’re at and what we can work on to get you ready for that next step."
Scene 3: Delivering Feedback
Facilitator: "You’ve done a great job on the recent project, especially with the new feature rollout. But I think there are a few areas we could focus on to prepare you for a promotion."
Jamie: "What areas do you mean?"
Facilitator: "Mainly, stepping up your leadership in cross-functional teams and being more proactive in spotting potential issues early. For example, during the last sprint, there were some dependencies that could have been addressed sooner."
Jamie: "I see… I thought I was doing okay there."
Facilitator: "You’re definitely doing well, and this feedback is all about helping you build on your strengths. We want to make sure you’re fully ready for the responsibilities at the next level."
Scene 4: Setting Goals and Encouraging Growth
Facilitator: "So, let’s talk about some concrete steps to work on these areas:"
- Leadership Opportunities: How about leading the next cross-functional project kickoff? We can touch base weekly to discuss any challenges.
- Proactive Problem-Solving: Let’s develop a checklist for identifying and addressing dependencies early. We can review it together.
- Peer Feedback: It might be helpful to get regular feedback from your peers and team leads to get different perspectives on your progress.
Jamie: "These sound like actionable steps. I appreciate having a clear plan."
Facilitator: "Great. Remember, I’m here to support you. We can revisit this conversation in a few months and see how things are going."
Scene 5: Wrapping Up
Facilitator: "Thanks for being open to this discussion, Jamie. I’m confident in your potential to grow and reach your goals. Let’s keep the communication open and focus on these development areas."
Jamie: "Thank you, I appreciate the guidance and will focus on these areas."
Facilitator: "Awesome — let’s catch up soon and track your progress together. Keep up the great work."
Mini Roleplay Challenges
Challenge 1: Jamie becomes defensive about feedback.
- Best Response: “I know it’s tough to hear. The aim is to support your growth, and these areas are key for promotion readiness.”
Challenge 2: Jamie asks for specific examples of needed improvements.
- Best Response: “In the last sprint, addressing blockers earlier could have improved team dynamics and delivery.”
Challenge 3: Jamie feels discouraged by the feedback.
- Best Response: “Your contributions are valued, and this feedback is about ensuring you’re set up for success. I’m here to support you.”
Optional Curveball Mode
- Jamie compares themselves to a peer who was recently promoted.
- Jamie questions the criteria or process for promotion.
- The conversation starts going off-topic.
Practice handling each with empathy and clarity.
Reflection Checklist
Preparation
- Did I prepare specific examples and feedback?
- Did I set a positive, supportive tone?
Feedback Delivery
- Was I clear and empathetic?
- Did I balance feedback with encouragement?
Outcome and Support
- Did I outline a clear path for development?
- Did I leave Jamie feeling motivated and informed?
Common Mistakes to Avoid
- Giving vague feedback without examples
- Focusing only on negatives
- Failing to outline a path forward
- Not preparing for potential emotional responses