Introduction: What You’ll Learn
In this simulation, you'll learn how to have a meaningful performance conversation that focuses on recognizing and reinforcing consistent improvement following coaching. The aim is to balance constructive feedback with positive reinforcement to encourage further development.
You’ll practice:
- Preparing with specific examples of improvement
- Highlighting positive changes
- Encouraging ongoing development and setting future goals
- Keeping the conversation engaging and supportive
Step-by-Step Simulation
Scene 1: Preparing for the Conversation
Facilitator: "Before jumping into the conversation, let’s quickly recap the areas where Alex needed improvement and what coaching strategies we used. The goal is to acknowledge the progress made and talk about next steps for continued growth."
Facilitator (reviewing notes): "Last quarter, we focused on improving Alex’s time management and prioritizing skills. We’ve seen some great progress thanks to regular check-ins and feedback. Let’s highlight these improvements and discuss future goals."
Scene 2: Opening the Conversation
Facilitator: "Hey Alex, thanks for meeting with me today. I want to chat about your performance and the progress you’ve made over the last few months. It’s been awesome to see your growth, especially in how you manage your time and prioritize tasks."
Alex: "Thanks! I’ve been putting a lot of effort into those areas since our last conversation."
Facilitator: "Well, it’s definitely paid off. Let's talk about some specific examples."
Scene 3: Acknowledging Improvement
Facilitator: "For example, I’ve noticed you’re consistently hitting deadlines and taking charge of your workload. The way you reorganized the project timeline for the dashboard feature really helped the team stay focused. How do you feel about that change?"
Alex: "I feel more in control of my tasks now. The feedback from our check-ins was really helpful."
Facilitator: "That’s great to hear. Your improved prioritization skills are making a big difference for both you and the team."
Scene 4: Encouraging Further Development
Facilitator: "Looking ahead, I’d really like to see you continue building on these skills. One area you could focus on is enhancing your communication with stakeholders to improve project alignment. How about setting a goal to lead a stakeholder update meeting next month?"
Alex: "That sounds like a valuable opportunity. I’d be interested in working on that."
Facilitator: "Awesome. I’ll help you prepare for that meeting. We can set up a few practice sessions to refine your approach."
Scene 5: Wrapping Up and Setting Expectations
Facilitator: "To wrap up, I’m really pleased with your progress and the positive impact it’s had on the team. Keep up the great work, and let’s continue to check in regularly to make sure you have the support you need for ongoing growth."
Alex: "Thanks for the feedback and support. I’m looking forward to the next steps."
Facilitator: "I'll send you a summary of our discussion and next steps via email so we're both on the same page. Thanks for all your hard work, Alex."
Mini Roleplay Challenges
Challenge 1: Alex isn’t aware of specific improvements made.
- Best Response: “Let’s look at some specific examples, like the project timeline you managed that really showed your improved prioritization.”
Challenge 2: Alex seems unsure about future goals.
- Best Response: “Let’s explore what skills you’re interested in developing further and align them with team needs.”
Challenge 3: Alex is overly self-critical despite improvement.
- Best Response: “It’s important to recognize your progress — let’s focus on what’s working and build from there.”
Optional Curveball Mode
- Alex is hesitant to take on new challenges.
- Unexpected feedback from a stakeholder surfaces during the conversation.
- Alex asks for additional coaching on a different skill.
Practice addressing these without losing the positive momentum of the conversation.
Reflection Checklist
Conversation Flow
- Did I prepare specific examples of improvement?
- Did I balance recognition with future goals?
Feedback Quality
- Was the feedback clear and constructive?
- Did I encourage ongoing development?
Engagement & Support
- Did I create a supportive and positive environment?
- Did Alex feel motivated and aligned with future goals?
Common Mistakes to Avoid
- Focusing too much on past issues without acknowledging improvement
- Neglecting to set clear, actionable future goals
- Overlooking Alex’s perspective or concerns
- Failing to provide ongoing support and follow-up