Introduction: What You’ll Learn
This simulation helps you facilitate a crucial conversation about psychological safety after a team meeting that got tense. You'll practice guiding a discussion to ensure all voices are heard, fostering an environment where team members feel comfortable expressing themselves and working together effectively.
You’ll practice:
- Setting a respectful and open tone
- Encouraging candid communication
- Addressing issues without blame
- Building trust and reinforcing team cohesion
Step-by-Step Simulation
Scene 1: Setting the Stage
Facilitator: "Hey everyone, thanks for coming. After yesterday's meeting, I thought it would be good to have a quick chat about how we’re communicating and working together. Let's aim for honesty and respect. The goal is for us to leave here feeling more connected and supported. Sound good?"
(Team nods in agreement.)
Facilitator: "Awesome. Let’s talk about what happened yesterday and how we can support each other better. Remember, this is a safe space for sharing — no judgments."
Scene 2: Opening the Discussion
Facilitator: "To start, can anyone share their thoughts on what felt challenging in yesterday’s meeting?"
Sara: "I felt like things got pretty heated when we talked about the project deadlines. It was hard to speak up without feeling defensive."
Facilitator: "Thanks for sharing, Sara. It’s important we feel comfortable voicing concerns. Does anyone else want to share how they felt?"
Alex: "I agree with Sara. I noticed the tension too and hesitated to share my ideas."
Facilitator: "Thanks, Alex. It’s helpful to know. Let’s figure out how we can create a space where everyone feels heard."
Scene 3: Encouraging Solutions
Facilitator: "What are some ways we can improve our communication next time? Any thoughts on making our meetings more inclusive and collaborative?"
Priya: "Maybe we could set some ground rules for discussions, like making sure everyone gets a chance to speak without interruption."
Facilitator: "Great idea, Priya. Setting ground rules can help. What else might work?"
Leo: "How about a quick check-in at the start of meetings to set the tone? It might help us see where everyone’s at."
Facilitator: "I like that — a check-in can help us be more mindful. Let’s try both of these ideas."
Scene 4: Wrapping Up and Commitments
Facilitator: "Thanks for these suggestions. Let’s recap:"
- Establish meeting ground rules — make sure everyone has a chance to speak
- Start meetings with a quick check-in — set the tone and gauge team mood
Facilitator: "Who’d like to help draft our ground rules? And maybe someone can lead our check-ins?"
(Sara volunteers to draft the rules, and Leo offers to lead the check-ins.)
Facilitator: "Perfect. I’ll share these steps in our channel. Let’s keep supporting each other and keep the conversation going. Thanks for being open and proactive."
Mini Roleplay Challenges
Challenge 1: Someone becomes defensive when discussing the meeting.
- Best Response: “I appreciate your perspective. Let’s focus on how we can support each other moving forward.”
Challenge 2: A team member is silent throughout the discussion.
- Best Response: “I’d love to hear your thoughts if you’re comfortable sharing. Your input is valuable.”
Challenge 3: The conversation starts to blame someone.
- Best Response: “Let’s keep the focus on solutions and how we can work better as a team.”
Optional Curveball Mode
- A team member leaves the discussion abruptly.
- The conversation becomes sidetracked by unrelated issues.
- Someone expresses dissatisfaction with the ideas proposed.
Practice handling each one while maintaining a positive and constructive atmosphere.
Reflection Checklist
Facilitation
- Did I create a safe and open environment for discussion?
- Did I encourage participation from all team members?
Outcomes
- Did we identify clear steps to improve psychological safety?
- Did everyone leave feeling heard and supported?
Team Growth
- Did the team express a commitment to improving communication?
- Did we reinforce trust and cohesion within the team?
Common Mistakes to Avoid
- Allowing the discussion to turn into a blame game
- Ignoring silent team members or dismissing their input
- Failing to establish actionable steps for improvement
- Not following up on commitments made during the discussion