Introduction: What You’ll Learn
This simulation helps you navigate tough interpersonal topics in a private setting. The key is to stay neutral, curious, and supportive — while nudging toward accountability and action.
You’ll practice:
- Surfacing concerns without assigning blame
- Listening to frustrations with empathy
- Encouraging direct, constructive communication
- Offering support and boundary-setting if needed
Step-by-Step Simulation
Scene 1: Opening the Space
You (Manager):
"Hey — I wanted to check in on something I’ve been sensing. In the last few team meetings, you seemed quieter than usual, and I noticed a bit of tension during planning. How have things been feeling for you lately on the team?"
Teammate (Devon):
"I don’t know. It’s just... sometimes I feel like I’m not being heard. Or like decisions are already made before I’m even looped in."
You:
"Thanks for being honest — I appreciate you sharing that. That sounds frustrating. Want to say more about when that started showing up for you?"
Scene 2: Listening and Validating
Devon:
"I think it’s been building. Like, I try to raise concerns, but they get brushed off. And there’s always side conversations happening that I’m not part of."
You:
"Yeah, that would absolutely feel isolating. I’m really glad you said something — I want to make sure we get ahead of this."
Devon:
"I’m not trying to be difficult. I just want to be included and not have to fight to be taken seriously."
You:
"That totally makes sense. You shouldn’t have to fight to be heard. I want to help make sure your voice has space — and that the team dynamic doesn’t shut anyone out."
Scene 3: Problem-Solving and Support
You:
"Would it be helpful if I created more space for your input in meetings? Or maybe we talk about how to bring this up with the group without it turning into a blow-up?"
Devon:
"Yeah, maybe both. I think even just knowing you’ve got my back would help."
You:
"You do. And I also want to make sure we’re clear on what good communication looks like — for everyone. That includes speaking up, but also helping others do the same."
Devon:
"Yeah. I know I can get a little sharp sometimes when I feel shut down. I’ll work on that."
You:
"Totally fair — we’ve all been there. And I’ll work on setting the tone better too. And if there’s ever anything on your side that feels off, I hope you’ll call that out too — it goes both ways. Let’s just keep talking as we go — we’ll figure it out together. You’re a big part of this team, and I want to make sure it feels that way."
Mini Roleplay Challenges
Challenge 1:
Devon says, “It’s fine,” and shuts down.
- Best Response:
“Okay — if you don’t want to talk now, that’s totally fine. I’m still here when you’re ready.”
Challenge 2:
Devon blames another teammate harshly.
- Best Response:
“That sounds like something we should dig into — maybe in a way that doesn’t put anyone on the spot. Want to talk through how to raise it constructively?”
Challenge 3:
Devon demands you intervene or take sides.
- Best Response:
“I want to support you, but also keep the team dynamic healthy. Let’s talk about what support looks like without turning it into a battle.”
Optional Curveball Mode
- Devon brings up a long-standing interpersonal grudge.
- They accuse the team of favoritism or clique behavior.
- They agree in the moment but show no change later.
Reflection Checklist
Empathy & Neutrality
- Did I stay open and listen without judgment?
- Did I avoid rushing to fix or taking sides?
Clarity & Support
- Did I name behaviors without blaming?
- Did I invite direct but constructive communication?
Next Steps
- Did we align on what support looks like?
- Did I commit to following up and modeling healthy tone?
Common Mistakes to Avoid
- Taking sides without hearing the full picture
- Avoiding the issue to keep the peace
- Letting frustration drive the tone of the conversation
- Forgetting to follow up after the emotional moment passes