Introduction: What You’ll Learn
This simulation guides you through a performance conversation aimed at encouraging team members to take ownership of their work and understand their impact. You'll learn how to create a constructive dialogue that fosters growth and clarity.
You’ll practice:
- Setting a positive and supportive tone
- Encouraging self-assessment and reflection
- Discussing specific examples of ownership and impact
- Collaboratively identifying areas for growth
Step-by-Step Simulation
Scene 1: Setting the Stage
Facilitator: "Hi [Name], thanks for meeting with me today. I really appreciate your hard work, and I'm excited to talk about how you've been taking ownership of your tasks and the impact you're having. Let’s keep this a relaxed and open conversation."
Team Member: "Thanks, I’m glad to have this chance to chat."
Facilitator: "Great. Can you share an example where you feel you really took charge recently? Maybe something from the latest project?"
Scene 2: Encouraging Self-Reflection
Team Member: "Sure, leading the last project from start to finish was big for me. I worked with different teams and made sure we hit our deadlines."
Facilitator: "That's awesome. I saw how your leadership kept everything on track, even with the tight schedule. What do you think your impact was on the project and the team?"
Team Member: "I think it went pretty well, but there were some hiccups in communication."
Facilitator: "Recognizing that is great. What might you do differently next time to smooth out those communication issues?"
Team Member: "Probably setting clearer expectations and checking in more often to keep everyone on the same page."
Scene 3: Highlighting Impact and Growth
Facilitator: "Those sound like solid steps. Your proactive approach not only kept the project on schedule but also boosted team morale. How do you plan to apply what you’ve learned to future projects?"
Team Member: "I’ll focus more on planning ahead and making sure we have regular check-ins. Also, being open to feedback throughout could really help us improve."
Facilitator: "That’s a strong approach. Is there anything specific you think you need to help you along the way?"
Team Member: "Maybe some advanced project management training would be useful."
Facilitator: "Absolutely, let's explore some options for that training. Anything else you'd like to touch on about ownership or impact?"
Scene 4: Wrapping Up and Next Steps
Facilitator: "To wrap up, you’ve shown great ownership, and your leadership has really made a difference. Moving forward, focusing on communication and feedback will be key areas to build on. We’ll also look into some training opportunities for you."
Team Member: "Thanks, I’m excited to continue improving."
Facilitator: "Great to hear. Let’s check in again in a few weeks to see how things are going. Thanks for being open and committed."
Mini Roleplay Challenges
Challenge 1: The team member struggles to identify areas of ownership.
- Best Response: “Think about a recent project where you took the lead. What role did you play in its success?”
Challenge 2: The team member downplays their impact.
- Best Response: “I’ve seen how your contributions really helped the team, especially when you...”
Challenge 3: The conversation goes off-topic.
- Best Response: “That’s interesting — let’s focus back on ownership and impact, and we can talk about this more another time.”
Optional Curveball Mode
- The team member is defensive about feedback.
- The team member is overly critical of their own performance.
- The team member asks for a promotion based on their ownership.
Practice handling each curveball while maintaining a constructive and supportive tone.
Reflection Checklist
Conversation Flow
- Did I maintain a positive and supportive environment?
- Did I encourage self-reflection and ownership?
- Did the conversation stay focused on growth and impact?
Feedback and Support
- Did I provide specific examples of impact?
- Did I offer or suggest resources for growth?
- Was I able to guide the conversation constructively through challenges?
Common Mistakes to Avoid
- Overloading the conversation with too much feedback at once
- Focusing solely on negatives without recognizing achievements
- Allowing the conversation to become one-sided or directive