Introduction: What You’ll Learn
This simulation guides you through a performance conversation between two managers responsible for a shared team. The goal is to collaboratively address a recurring issue impacting team performance. You’ll practice effective communication, active listening, and problem-solving to improve team dynamics.
You’ll practice:
- Starting the conversation with empathy and clarity
- Figuring out what's really causing performance issues
- Coming up with action steps together
- Building trust and mutual accountability
Step-by-Step Simulation
Scene 1: Setting the Stage
Manager 1 (Initiator): "Hey, [Manager 2]. Thanks for making time today. I've noticed our team has been missing project deadlines a lot lately, and I think it’d be great if we could figure this out together."
Manager 2: "Absolutely, I’ve picked up on that as well. Let’s see what’s going on and how we can tackle it."
Scene 2: Sharing Observations
Manager 1: "I’ve seen that projects keep getting delayed because people aren’t clear on what needs to be done first. It seems like priorities aren’t as clear as they could be. Have you noticed anything similar?"
Manager 2: "Yeah, I’ve noticed that too. Shifting project focus is definitely throwing off some team members."
Manager 1: "Sounds like we need to be clearer about priorities and manage expectations better."
Scene 3: Exploring Root Causes
Manager 2: "Right. Plus, there might be some skills gaps. A few people have mentioned they’re not sure about their roles or how to handle certain tasks. What feedback have you gotten?"
Manager 1: "Some folks just want more guidance and role clarity. Maybe regular one-on-ones could help."
Manager 2: "That’s a good idea. We might also want to set up some training sessions to boost their confidence."
Scene 4: Developing an Action Plan
Manager 1: "Let’s put a plan together. We could start with weekly check-ins to keep track of progress and clarify what’s important. We should also work on a skills development plan."
Manager 2: "Sounds good. I’ll take care of the training sessions, and we can both handle the check-ins. Let’s meet again in a month to see how things are going."
Manager 1: "Perfect. I’ll write up a summary of our plan and share it with the team so everyone’s on the same page."
Scene 5: Wrapping Up
Manager 1: "Thanks for teaming up on this. I’m sure with these steps in place, we’ll see some improvements soon."
Manager 2: "Agreed. I appreciate your proactive approach. Let’s keep communicating as we make these changes."
Mini Roleplay Challenges
Challenge 1: Manager 2 shrugs off the issues as temporary. What do you do?
- Best Response: “I get it might seem temporary, but I’ve seen this pattern a lot. Let’s dig deeper to avoid bigger problems later.”
Challenge 2: Manager 2 wants to jump to quick fixes without a plan.
- Best Response: “I’m all for action, but having a structured plan will help us make sure the fixes stick.”
Challenge 3: Manager 1 is hesitant about addressing skill gaps.
- Best Response: “I know it can be tricky, but focusing on development can really empower our team.”
Optional Curveball Mode
- One manager is defensive about the team’s performance.
- There’s a disagreement on the root cause of the issues.
- A new, unrelated issue is brought up mid-conversation.
Practice handling each one while staying focused on the main issues.
Reflection Checklist
Conversation Flow
- Did I frame the issue clearly and empathetically?
- Was the conversation collaborative and solutions-focused?
Problem-Solving
- Did we identify root causes without pointing fingers?
- Did we agree on actionable steps and responsibilities?
Communication & Trust
- Did I foster a trusting and open dialogue?
- Was follow-through established to ensure accountability?
Common Mistakes to Avoid
- Focusing on blame instead of solutions
- Skipping follow-ups on agreed actions
- Not involving the team in the improvement process
- Overlooking the importance of clear communication channels