Introduction: What You’ll Learn
This simulation walks through a 1:1 with someone who wants to move up quickly. You’ll explore how to match their energy without overpromising — and how to turn the conversation into a productive, motivating experience.
You’ll practice:
- Encouraging ambition while setting clear expectations
- Asking about their goals and self-assessment
- Aligning promotion with company criteria
- Outlining a real growth path with checkpoints
Step-by-Step Simulation
Scene 1: Opening the Ambition Conversation
You (Manager):
"Hey! Good to see you. Anything you’d like to dig into today?"
Teammate (Riley):
"Yeah — I’ve been meaning to bring this up. I really want to talk about getting promoted. I feel like I’m ready to take the next step."
You:
"Thanks for being direct — I appreciate that. I’d love to understand more about what promotion means to you. What would that next step look like in your eyes?"
Scene 2: Exploring Motivation and Readiness
Riley:
"I think I’m already operating at the next level. I’ve been taking initiative, mentoring others, and picking up complex tickets."
You:
"I’ve seen that too — and I want to support your growth. Let’s break it down a bit. What are the key signals you think show you’re ready?"
Riley:
"I think I’m showing leadership — like stepping in on that dashboard refactor and helping organize bug triage."
You:
"Those are great examples. Want to take a look at how this lines up with what we look for at the next level?"
Scene 3: Setting a Growth Path
You:
"Based on what I’ve seen, you’re absolutely on the right track. We usually look for a steady track record, not just one-off wins — so let’s highlight what you’ve been doing and build from there."
You (continued):
"For example, you’re doing a great job mentoring, but owning a cross-team project or influencing architecture decisions could be next. How would you feel about aiming for something like that in the next sprint or two?"
Riley:
"Yeah — that sounds exciting. I’d love more visibility and leadership."
You:
"Awesome. I’ll keep an eye out for good opportunities for you, and let’s keep checking in on this during our 1:1s. How about we set a checkpoint in about 6 weeks to review where things stand?"
Mini Roleplay Challenges
Challenge 1:
Riley says: "I should’ve been promoted already."
- Best Response:
“I hear your frustration. Let’s talk about what the bar looks like and where you’re already meeting it — and where there’s still room to grow.”
Challenge 2:
They compare themselves to a peer who got promoted.
- Best Response:
“Every path is a little different — let’s focus on your strengths and momentum. I’m here to advocate for you, but I want to make sure I have strong, clear examples to support that.”
Challenge 3:
They ask for a timeline you’re unsure about.
- Best Response:
“I can’t commit to a timeline right now, but I can commit to helping you grow and giving clear feedback on how things are going.”
Optional Curveball Mode
- Riley misunderstands the expectations for the next level.
- They express disappointment after hearing feedback.
- They want a title change more than real responsibility.
Reflection Checklist
Clarity and Encouragement
- Did I show enthusiasm for their ambition?
- Did I communicate clearly about what’s required?
Growth Path
- Did I help identify a next-level project or milestone?
- Did I align with company criteria and role expectations?
Support and Follow-Through
- Did I set a follow-up or checkpoint?
- Did I offer tangible ways to help them succeed?
Common Mistakes to Avoid
- Overpromising or implying guarantees
- Being vague about criteria or process
- Comparing them directly to peers
- Dismissing ambition as impatience