Scenario 1: Addressing Underperformance
- Objective: To practice giving constructive feedback and managing underperformance.
- Instructions for Trainer:
- Assign one participant as the Manager and another as the Employee whose performance has been slipping.
- The Manager must have a conversation with the Employee to address the issue, provide feedback, and set expectations.
- Debrief by discussing how the Manager handled the conversation and the effectiveness of the feedback.
Scenario 2: Delegating a Critical Task
- Objective: To improve delegation skills.
- Instructions for Trainer:
- Assign a participant as the Manager who must delegate a high-priority task to an employee.
- The Manager should clearly communicate the task, provide guidance, and set expectations.
- Debrief by evaluating the clarity of the delegation and the employee’s understanding of the task.
Scenario 3: Motivating a Team During a Crisis
- Objective: To practice leadership in times of crisis.
- Instructions for Trainer:
- Present a crisis scenario (e.g., a project deadline is moved up unexpectedly).
- The Manager must rally the team, provide motivation, and delegate tasks to meet the new deadline.
- Debrief by discussing the Manager’s leadership style, how they motivated the team, and the effectiveness of their crisis management.
Leadership and Management Skills Role Play
Scenario: Delegating Tasks and Providing Feedback
- Participants: Manager, Employee
- Objective: The Manager must delegate a task effectively and provide constructive feedback on the employee’s performance.
Situation: A manager needs to delegate a time-sensitive project to an employee. The employee is competent but has been struggling with time management. The manager must clearly delegate the task and later provide feedback on the employee’s performance, focusing on both strengths and areas for improvement.
Instructions for the Manager:
- Clearly explain the task and the expected outcomes.
- Provide guidance on priorities and deadlines.
- Offer support and resources needed for the task.
- After the task is completed, provide feedback on the employee’s performance.
- Use the feedback session to recognize achievements and address areas for improvement.
Instructions for the Employee:
- Listen carefully to the task delegation.
- Ask questions if any part of the task is unclear.
- Manage your time to complete the task by the deadline.
- Be receptive to feedback, whether positive or constructive.
Debrief:
- Discuss the effectiveness of the task delegation.
- Analyze the feedback provided and how it was received.
- Reflect on how the manager could improve their delegation and feedback skills.
Leadership and Management Skills Role Play
Scenario 1: Addressing Underperformance
Issue/Problem: An employee, Jane, has been underperforming for several months, missing deadlines, and showing a lack of engagement. The manager needs to address this issue without demotivating Jane further.
Objective: The Manager must provide constructive feedback and help Jane develop an improvement plan.
Conversation:
Manager: “Jane, thanks for meeting with me. I wanted to talk about your recent performance. I’ve noticed that you’ve missed a few deadlines and seem less engaged than usual. Is everything okay?”
Jane: “I’ve been struggling a bit, to be honest. I’ve had a lot on my plate, and it’s been hard to keep up.”
Manager: “I appreciate you sharing that with me. I understand that workload can sometimes feel overwhelming. Let’s talk about what’s been challenging for you and how we can make things more manageable.”
Jane: “I think I’m having trouble prioritizing tasks. There’s so much to do, and I’m not sure where to start.”
Manager: “It sounds like we need to work on prioritization and time management. How about we go over your current tasks together and see how we can better organize them? I’m also here to support you with any tools or resources you need. How does that sound?”
Jane: “That would be really helpful. I think I just need some guidance.”
Manager: “Absolutely. Let’s set some specific goals to help you get back on track. We’ll prioritize your tasks together, and I’ll check in with you regularly to see how you’re doing. We can also look at any additional training that might help you with time management. What do you think?”
Jane: “I’d appreciate that. I don’t want to keep falling behind.”
Manager: “I know you’re capable, Jane, and I’m here to help you succeed. Let’s set a plan in motion, and we’ll review your progress weekly to make sure you’re comfortable with the pace. We can do this together.”
Jane: “Thank you. I feel better knowing I have your support.”
Objective Reached: The Manager successfully addressed Jane’s underperformance by providing constructive feedback and a supportive plan for improvement.
