Introduction: What You’ll Learn
This simulation helps you handle interpersonal conflict in a private 1:1 setting. Your goal isn’t to solve everything right away — it’s to listen, lower the temperature, and create space for forward movement.
You’ll practice:
- Holding a neutral, nonjudgmental tone
- Listening for emotion behind the details
- Re-centering on team goals and shared values
- Helping the teammate take ownership without assigning blame
Step-by-Step Simulation
Scene 1: Opening the Conversation
You (Manager):
"Hey — I wanted to check in about something I’ve been sensing. It seems like there’s been a little tension between you and [other teammate] lately. I figured this would be a good space to talk through anything on your mind."
Teammate (Cam):
"Yeah... it’s been a little rough. I just feel like I can’t say anything without getting pushback."
You:
"That sounds frustrating. I appreciate you being real about it — do you want to share more about what’s been feeling off?"
Scene 2: Listening Without Taking Sides
Cam:
"It’s mostly in meetings. I try to explain where I’m coming from, and it’s like [other teammate] just steamrolls or shoots things down."
You:
"Got it. So it’s not just disagreement — it’s the way it’s coming across. That would wear on anyone — totally get why that’s frustrating."
Cam:
"Exactly. I don’t want to start drama, but it’s exhausting."
You:
"Totally fair. I want to make sure this doesn’t fester or keep affecting the vibe. Have you had a chance to talk directly with them about it?"
Cam:
"Not really. I’ve just been avoiding it."
Scene 3: Finding a Way Forward
You:
"Makes sense — those convos aren’t easy. Would it help if I created space for the two of you to chat, or helped frame a shared reset in the next meeting? I’m not here to push anything — just want to help if it’d be useful."
Cam:
"Maybe. I’d just want it to not be awkward."
You:
"Totally. We can keep it light and constructive. And even if we don’t solve everything, just calling it out helps — even if we don’t solve it all right away. You both want the team to work well — I think we can build on that."
Cam:
"Alright. I’m open to trying something."
You:
"Appreciate that. Let’s keep checking in — and if anything flares up again, loop me in early if anything feels off — better to catch it before it builds. We’ll figure it out together."
Mini Roleplay Challenges
Challenge 1:
Cam wants you to confront the other person directly.
- Best Response:
“I’m here to help if needed — but I’d rather we try to make this a two-way conversation if possible.”
Challenge 2:
Cam gets emotional or vents intensely.
- Best Response:
“I hear you — this clearly matters, and I appreciate your honesty. Let’s pause for a second and take it from there.”
Challenge 3:
Cam shuts down and says “it’s fine” without engaging.
- Best Response:
“Okay — I won’t push. Just know I’m here if you ever want to talk about it.”
Optional Curveball Mode
- Cam blames the other person entirely and refuses to reflect.
- The conflict is rooted in a past project or performance issue.
- The situation spills over into team morale or collaboration.
Reflection Checklist
Neutrality & Trust
- Did I create space without taking sides?
- Did I validate the emotion without inflaming the conflict?
Direction & Support
- Did I offer a next step that felt realistic and collaborative?
- Did I avoid jumping straight to fixing?
Sustainability
- Did I signal willingness to stay involved?
- Did I commit to checking in and preventing re-escalation?
Common Mistakes to Avoid
- Siding with one teammate too quickly
- Forcing a resolution too soon
- Ignoring underlying emotional cues
- Letting the issue drag on without check-ins