10 Coaching Roleplay Scenarios (+ How to Facilitate Them)

10 Coaching Roleplay Scenarios (+ How to Facilitate Them)

By

Amy Vidor

Learning and Development Evangelist at Synthesia

Practice real sales conversations with Interactive Avatars.

How to design an effective roleplay scenario

The biggest mistake I see people make when they're designing roleplays is that they make the scenario too simple. They avoid the complexities of real conversations, shying away from the likelihood that someone may react with emotion in a given circumstance.

Steps to Build a Roleplay:

  1. Identify your learning objective
    The first step of designing a roleplay is knowing who your audience is and the skill gap you're trying to address.

  2. Search for communication patterns
    Start searching your data sources for areas where communication is breaking down.

  3. Decide on the scenario
    Pick one or two moments that seem to be repeating in the data.

  4. Pick a model or framework
    Provide participants a mechanism to reach their goal in the roleplay.

  5. Write the scenario
    Ensure the scenario has just enough detail to feel real but not overwhelming.

Common Coaching Models and Frameworks

10 Coaching Roleplay Scenarios

1) Missed deadlines

Context: A team member missed two deadlines and is usually high-performing.
Manager card: Address the issue without losing trust. Employee card: Explain the missed deadlines due to being blocked, but believe the work was strong.

2) When feedback backfires

Context: Colleagues are avoiding each other after feedback given. Peer A card: Restart the conversation about the feedback. Peer B card: Avoiding messages since they believe the feedback wasn’t fair.

3) Interruptions in meetings

Context: A colleague interrupts others and dismisses their ideas. Peer A card: Raise the issue of interruptions directly. Peer B card: Justify actions, believing speed is necessary.

4) Excuses without commitments

Context: A manager consistently presents reasons for missed targets. Senior leader card: Address excuse-making and align on commitments.
Manager card: Provide context, but avoid commitments.

5) High performance, bad behavior

Context: A top rep has great results but problematic behavior.
Manager card: Have a direct conversation about behavior.
Employee card: Defend behavior based on results.

6) Conflict between teammates

Context: Two team members blame each other.
Manager card: Coach them to address the issue directly.
Employee card: Escalate the conflict to management.

7) Burnout and wellbeing

Context: A team member is showing signs of burnout.
Manager card: Check in and explore support options.
Employee card: Struggle with sharing about their workload.

8) Resistance to change

Context: A team member vocally resists changes at work.
Manager card: Acknowledge concerns but keep the decision closed.
Employee card: Express disbelief over the change.

9) Returning from leave

Context: Transitioning back after an extended leave.
Manager card: Focus on work support needs.
Employee card: Need assistance but hesitant to ask.

10) Career development

Context: A high performer seeks promotion, but the role doesn’t exist yet.
Manager card: Communicate development moves without false commitments.
Employee card: Press for clarity and a timeline on promotion.

How to run a roleplay session

How to scale roleplay with AI

Frequently Asked Questions