Embedded Files
Strategies and Best Practices to Consider:
Be sensitive but direct: Share feedback in a clear, direct, and caring manner.
Actively listen: Paraphrase and ask questions to allow understanding of Lisa’s perspectives. Ask clarifying questions without judgment to better understand what is said.
Link Your Recommendation to Her Needs: Help the person you’re influencing, Asha, to see how your proposal meets their immediate needs.
Coaching a Team Member about Work Performance
Delivering clear, actionable performance feedback is a fundamental skill for people leaders. This scenario allows learners to practice giving constructive performance feedback that motivates a direct report to own their growth and improvement.
Desired Outcome:
Initiating a conversation with an unresponsive leader to effectively make the case for project needs.
Influencing an internal, challenging stakeholder to willingly cooperate and engage.
Empathizing with a stakeholder’s perspective.
Strategies and Best Practices to Consider:
Be Sensitive But Direct: Clearly deliver your message to Asha in a direct and thoughtful way.
Actively listen: Paraphrase and ask open questions to allow understanding of Asha’s perspective. Ask clarifying questions without judgment to better understand what is said.
Lisa, what are your impressions from the presentation?
Engaging in a Difficult Stakeholder Conversation
Effective stakeholder engagement often depends on people’s relationships. In order for projects to run smoothly, stakeholders need to be on board, and sometimes that means managing up. This scenario is designed to give learners an opportunity to practice how to engage in a difficult stakeholder conversation and influence without authority regarding a work project.
Desired Outcome:
Initiating a conversation with an unresponsive leader to effectively make the case for project needs.
Influencing an internal, challenging stakeholder to willingly cooperate and engage.
Empathizing with a stakeholder’s perspective.
Strategies and Best Practices to Consider:
Be Sensitive but Direct: Share feedback in a clear, direct, and caring manner.
Actively listen: Paraphrase and ask questions to allow understanding of Gabrielle’s perspectives. Ask clarifying questions without judgment to better understand what is said.
Be Open to Feedback: Allow space for Gabrielle to provide constructive feedback regarding your leadership. Avoid defensiveness and lead with curiosity.
Providing Feedback to a Direct Report for Growth
People leaders are often expected to support the growth and improvement of employees by providing feedback about their performance. This scenario is designed to give learners the opportunity to practice providing constructive feedback to a team member around shifts in organizational approach and opportunities for growth. The scenario also provides an opportunity for the learner to create an environment in which the team member feels engaged, supported and empowered.
Desired Outcome:
Providing constructive feedback in a direct and caring way.
Utilizing active listening skills and asking open-ended questions.
Using information learned from their employee to determine concrete next steps.
Strategies and Best Practices to Consider:
Be Sensitive but Direct: Share feedback in a clear, direct, and caring manner.
Actively listen: Paraphrase and ask questions to allow understanding of Gabrielle’s perspectives. Ask clarifying questions without judgment to better understand what is said.
Collaborate on solutions: Avoid defensiveness and lead with curiosity.
Building Influence And Buy In for Organizational Change
You manage a team who consistently delivers great results. Department leadership recently announced a conversion to a new system your team uses regularly in their day-to-day work. It is anticipated that the team will need to work on both systems for a while until the change is complete, which is likely to result in greater opportunities for errors and rework.
You have called in one of your team members, Gabriel, to discuss the system launch. Gabriel has been one of the most vocal opponents of the system change. He has been with the company for several years and has a reputation for being a strong performer who speaks candidly. His colleagues respect him. You want Gabriel to be a positive force during the transition time.
Practice Objectives:
Building influence as a people leader to message organizational changes with empathy and understanding.
Active listening and asking open-ended questions.
Responding to direct report challenges and objections in a way that builds trust and connection.
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