Practice difficult conversations with AI.

Giving feedback on performance

You play Marvin’s manager

A project manager has continued to miss deadlines despite smaller projects and help with priorities.

The brief

In the past quarter, Marvin has been struggling to meet deadlines on his software projects. The delay on his most recent project caused the company to miss an important launch date with a new customer. Despite earlier discussions with him on his ability to meet deadlines, there has been no consistent improvement, even after you have given him smaller-scoped projects and helped him reprioritize tasks. Share this feedback with him.

Possible challenge

This scenario uses a defensive character stance. Practice listening to the response and adjusting your approach.

Related capacities (draft mapping)

Conflict Navigation, Emotional Intelligence

Your goals for the conversation

• Deliver feedback to Marvin.
• Support Marvin in accepting & understanding the feedback.
• Clarify your expectations for deadlines

Skills assessed

• Provide structured feedbackUse a feedback framework to give clear, structured, and unbiased feedback to others.
• Ask open-ended questionsUncover the root cause of the problem, potential bias, and the listener’s feelings with open-ended questions.
• Validate emotionsRecognize and acknowledge the feelings that are being expressed.

A structure to practice

1. 1Explain the context and purpose.
2. 2Give the feedback, make the request or present your idea.
3. 3Listen and respond to the other person.
4. 4Agree on next steps.

Scored practice uses the skill rubrics listed above. This conversation structure is a practice aid, not an additional scoring claim.

Giving feedback on communication

You play Matt’s manager

Teammates have reported repeated interruptions, and you have now observed the behavior yourself.

The brief

Many of Matt’s teammates, most of them women, have been saying he frequently interrupts them. You recently witnessed this yourself in yesterday’s team meeting, when Matt interrupted Valerie when she was sharing her updates.

Possible challenge

The character can be configured with a cooperative or defensive stance. Practice listening to the response and adjusting your approach.

Related capacities (draft mapping)

Inclusive Engagement, Trust Building

Your goals for the conversation

• Deliver feedback to Matt.
• Support Matt in accepting & understanding the feedback.

Skills assessed

• Provide structured feedbackUse a feedback framework to give clear, structured, and unbiased feedback to others.
• Ask open-ended questionsUncover the root cause of the problem, potential bias, and the listener’s feelings with open-ended questions.

A structure to practice

1. 1Explain the context and purpose.
2. 2Give the feedback, make the request or present your idea.
3. 3Listen and respond to the other person.
4. 4Agree on next steps.

Scored practice uses the skill rubrics listed above. This conversation structure is a practice aid, not an additional scoring claim.

Giving structured feedback

You play Riley’s manager

Choose the situation and practice using a feedback framework with a direct report.

The brief

You’re entering this scenario as a manager about to deliver feedback with one of your direct reports. Let’s call him, Riley.

Possible challenge

The character can be configured with a cooperative or defensive stance. Practice listening to the response and adjusting your approach.

Related capacities (draft mapping)

Trust Building, Learning Agility

Your goals for the conversation

• Deliver feedback
• Support your team member in accepting & understanding the feedback

Skills assessed

• Provide structured feedbackUse a feedback framework to give clear, structured, and unbiased feedback to others.
• Ask open-ended questionsUncover the root cause of the problem, potential bias, and the listener’s feelings with open-ended questions.

A structure to practice

1. 1Explain the context and purpose.
2. 2Give the feedback, make the request or present your idea.
3. 3Listen and respond to the other person.
4. 4Agree on next steps.

Scored practice uses the skill rubrics listed above. This conversation structure is a practice aid, not an additional scoring claim.

Receiving feedback from your manager

You play A project lead

Your manager believes a project is at risk. Understand the feedback and explain your perspective.

The brief

You will be receiving feedback from your manager, Lina, regarding a project you are leading. Some stakeholders are not happy with how you've managed decisions. As a result, Lina believes timelines are at risk, when in fact, everything is on track. Talk with Lina to better understand the feedback and address her concerns.

Possible challenge

This scenario uses a defensive character stance. Practice listening to the response and adjusting your approach.

Related capacities (draft mapping)

Learning Agility, Adaptive Mindset

Your goals for the conversation

• Seek to understand and appreciate the feedback.
• Acknowledge and own your behavior’s impact.
• Help Lina see your perspective.

Skills assessed

• Clarify feedbackDemonstrate curiosity and openness toward the feedback.
• Take accountabilityAppreciate the feedback and take responsibility for the impact of your actions.
• Self-advocateReflect on and explain the motivation behind your actions.

A structure to practice

1. 1Explain the context and purpose.
2. 2Give the feedback, make the request or present your idea.
3. 3Listen and respond to the other person.
4. 4Agree on next steps.

Scored practice uses the skill rubrics listed above. This conversation structure is a practice aid, not an additional scoring claim.

Receiving feedback from a direct report

You play David’s manager

Ask a direct report how you could improve as a manager and discuss how you will respond.

The brief

You are meeting with David, who reports to you. As David's manager, you want to understand how you can improve. Invite David to provide feedback and discuss how you might address it.

Possible challenge

This scenario uses a defensive character stance. Practice listening to the response and adjusting your approach.

Related capacities (draft mapping)

Trust Building, Learning Agility

Your goals for the conversation

• Ask for feedback on how to improve.
• Seek to understand and appreciate the feedback.
• Acknowledge and own your behavior’s impact.

Skills assessed

• Solicit feedbackAsk for feedback on how to improve.
• Clarify feedbackDemonstrate curiosity and openness toward the feedback.
• Take accountabilityAppreciate the feedback and take responsibility for the impact of your actions.

A structure to practice

1. 1Explain the context and purpose.
2. 2Give the feedback, make the request or present your idea.
3. 3Listen and respond to the other person.
4. 4Agree on next steps.

Scored practice uses the skill rubrics listed above. This conversation structure is a practice aid, not an additional scoring claim.

A career conversation

You play Vikram’s manager

A direct report wants to become a manager but needs to improve productivity in their current role.

The brief

Your direct report, Vikram, has requested a conversation about his career aspirations. He wants to become a manager, but he's currently rated as an average performer and needs to increase his productivity. Guide him in a conversation to better understand and align on interests, strengths, weaknesses, opportunities, and resources.

Possible challenge

This scenario uses a defensive character stance. Practice listening to the response and adjusting your approach.

Related capacities (draft mapping)

Organizational Influence, Trust Building

Your goals for the conversation

• Align expectations regarding career aspirations.
• Motivate by exploring strengths.
• Set a next step goal.

Skills assessed

• Align expectationsSeek mutual understanding regarding what it will take to achieve career aspirations.
• Explore strengthsUncover and understand unique abilities, talents, and qualities.

A structure to practice

1. 1Explain the context and purpose.
2. 2Give the feedback, make the request or present your idea.
3. 3Listen and respond to the other person.
4. 4Agree on next steps.

Scored practice uses the skill rubrics listed above. This conversation structure is a practice aid, not an additional scoring claim.

Clarifying career aspirations

You play Marisol’s manager

Explore a direct report’s strengths, interests and values when their career aspirations are unclear.

The brief

Your direct report, Marisol, is considering her long-term career goals, but feels unclear about her aspirations. Guide her in a conversation to gain clarity by exploring her strengths, interests, and values.

Possible challenge

The character can be configured with a cooperative or defensive stance. Practice listening to the response and adjusting your approach.

Related capacities (draft mapping)

Inclusive Engagement, Learning Agility

Your goals for the conversation

• Uncover strengths, interests, and values.
• Set a career goal.

Skills assessed

• Explore strengthsUncover and understand unique abilities, talents, and qualities.
• Encourage self-reflectionUncover sources of motivation by encouraging self-reflection through storytelling.
• Set a goalCraft a plan for achieving a desired outcome.

A structure to practice

1. 1Explain the context and purpose.
2. 2Give the feedback, make the request or present your idea.
3. 3Listen and respond to the other person.
4. 4Agree on next steps.

Scored practice uses the skill rubrics listed above. This conversation structure is a practice aid, not an additional scoring claim.

Self-advocating for advancement

You play Yourself, asking for a promotion

Present your case for advancement while listening to your manager’s concerns.

The brief

You are about to speak with your manager, Nova, regarding your desire for a promotion. Advocate for yourself by clearly stating your rationale while also acknowledging her concerns.

Possible challenge

The character can be configured with a cooperative or defensive stance. Practice listening to the response and adjusting your approach.

Related capacities (draft mapping)

Intentional Identity, Organizational Influence

Your goals for the conversation

• Present a clear and strategic case for promotion.
• Respond to concerns with empathy and confidence.

Skills assessed

• Articulate valueCommunicate evidence and value in a compelling and strategic manner using the STAR framework (Situation, Task, Action, Result).
• Acknowledge concernsRecognize feelings and opinions without immediately agreeing or disagreeing, maintaining an open dialogue.

A structure to practice

1. 1Explain the context and purpose.
2. 2Give the feedback, make the request or present your idea.
3. 3Listen and respond to the other person.
4. 4Agree on next steps.

Scored practice uses the skill rubrics listed above. This conversation structure is a practice aid, not an additional scoring claim.

Performance coaching

You play Sasha’s manager

A team member is less productive and less involved in brainstorming. Work to understand the reasons.

The brief

You are about to talk with Sasha, a member of your team who is underperforming. You've already talked to Sasha about two underperformance issues: their recent decline in productivity, and their recent reluctance to participate in brainstorming. Talk to Sasha to identify the root cause of these issues. Then see if you can discover what might motivate them to improve!

Possible challenge

This scenario uses a defensive character stance. Practice listening to the response and adjusting your approach.

Related capacities (draft mapping)

Big Picture Thinking, Emotional Intelligence

Your goals for the conversation

• Determine the cause of Sasha's lower performance.
• Discover what motivates Sasha.
• Agree on a next step.

Skills assessed

• Identify the root cause of a problemAsk a series of "why" questions to identify the root cause of a problem.
• Encourage self-reflectionUncover sources of motivation by encouraging self-reflection through storytelling.

A structure to practice

1. 1Explain the context and purpose.
2. 2Give the feedback, make the request or present your idea.
3. 3Listen and respond to the other person.
4. 4Agree on next steps.

Scored practice uses the skill rubrics listed above. This conversation structure is a practice aid, not an additional scoring claim.

Re-igniting engagement

You play Petra’s manager

A high-performing team member has asked to meet after becoming less engaged at work.

The brief

Petra, a high-performer on your team, has recently seemed more disengaged at work. She's asked to meet with you. Work collaboratively with Petra to address her concerns and help her re-engage.

Possible challenge

The character can be configured with a cooperative or defensive stance. Practice listening to the response and adjusting your approach.

Related capacities (draft mapping)

Emotional Intelligence, Complexity Navigation

Your goals for the conversation

• Correctly restate Petra’s concerns about her experiences.
• Work together with Petra to find a solution.

Skills assessed

• RestateParaphrase the key ideas of another's statement.
• Solve Problems CollaborativelyWork together to find solutions using a structured framework.

A structure to practice

1. 1Explain the context and purpose.
2. 2Give the feedback, make the request or present your idea.
3. 3Listen and respond to the other person.
4. 4Agree on next steps.

Scored practice uses the skill rubrics listed above. This conversation structure is a practice aid, not an additional scoring claim.

Coaching through a conflict

You play Zane’s manager

Help a junior manager clarify a conflict and decide which steps to take next.

The brief

Zane, a junior manager who reports to you, is considering how to manage a conflict with his team. Coach him in effective conflict resolution by offering him support, restating for clarification, and helping him prioritize next steps.

Possible challenge

The character can be configured with a cooperative or defensive stance. Practice listening to the response and adjusting your approach.

Related capacities (draft mapping)

Conflict Navigation, Trust Building

Your goals for the conversation

• Help Zane feel assured that you will support him.
• Accurately restate your understanding of the team conflict.
• Help Zane prioritize solutions.

Skills assessed

• Demonstrate compassionate supportOffer understanding, empathy, and assurance of your support.
• RestateParaphrase the key ideas of another's statement.
• Prioritize solutions to a conflictSelect ideas that balance short- and long-term solutions.

A structure to practice

1. 1Explain the context and purpose.
2. 2Give the feedback, make the request or present your idea.
3. 3Listen and respond to the other person.
4. 4Agree on next steps.

Scored practice uses the skill rubrics listed above. This conversation structure is a practice aid, not an additional scoring claim.

Encouraging learning from failure

You play Ani’s manager

A direct report is frustrated with a new AI tool. Acknowledge unclear expectations and encourage learning through experimentation.

The brief

You are a manager who has encouraged your team to use a new AI tool, Nite, in their workflow. You’re about to speak with Ani, a direct report on your team who is apprehensive about AI and generally risk-averse. She has been openly frustrated with the initial experience and subpar outputs from Nite, and she doesn't feel incentivized to continue experimenting. You personally failed to communicate clearly with Ani and key stakeholders about the objectives of using Nite - particularly the primary objective of experimentation and learning. Demonstrate how you’re learning through experimentation and failure, as a way to encourage Ani to do the same.

Possible challenge

The character can be configured with a cooperative or defensive stance. Practice listening to the response and adjusting your approach.

Related capacities (draft mapping)

Learning Agility, Adaptive Mindset

Your goals for the conversation

• Clearly explain what you've learned from failure.
• Help Ani be more open to learning from failure.

Skills assessed

• Own failure as opportunityOpenly share your experience with failure, and reflect on the knowledge, lessons, and insights gained.
• Create space for learningFoster an environment that is conducive to learning, questions, and reflection.

A structure to practice

1. 1Explain the context and purpose.
2. 2Give the feedback, make the request or present your idea.
3. 3Listen and respond to the other person.
4. 4Agree on next steps.

Scored practice uses the skill rubrics listed above. This conversation structure is a practice aid, not an additional scoring claim.

Change management coaching

You play Francisco’s manager

A frontline leader is questioning a GenAI pilot after setbacks and resistance from the team.

The brief

You are about to speak with your direct report, Francisco, a frontline leader, whose team is leading the pilot for a new system utilizing GenAI to improve the time and quality of several client-facing processes. The project has faced several challenges and setbacks. Francisco is facing resistance from his team, and he is questioning the pilot. Help Francisco feel supported and motivated to continue implementing the project.

Possible challenge

The character can be configured with a cooperative or defensive stance. Practice listening to the response and adjusting your approach.

Related capacities (draft mapping)

Emotional Intelligence, Trust Building

Your goals for the conversation

• Help Francisco feel understood and supported.
• Motivate Francisco to recommit to the project.

Skills assessed

• Validate emotionsRecognize and acknowledge the feelings that are being expressed.
• Recognize strengthsHighlight a person's positive qualities and attributes.
• Communicate visionArticulate a compelling future state for an organizational change.

A structure to practice

1. 1Explain the context and purpose.
2. 2Give the feedback, make the request or present your idea.
3. 3Listen and respond to the other person.
4. 4Agree on next steps.

Scored practice uses the skill rubrics listed above. This conversation structure is a practice aid, not an additional scoring claim.

Influence through storytelling

You play A leader pitching upward

Make a case for a new collaboration platform using the communication problems described in the scenario.

The brief

You are about to speak with your manager, Bernardo. You want to pitch the idea of implementing a new company-wide digital collaboration platform to streamline communication, reduce email overload, and improve cross-team alignment. A recent internal survey found that 42% of employees feel overwhelmed by excessive emails and redundant meetings, leading to 5 hours per week of lost productivity per person. Persuade Bernardo to champion the idea.

Possible challenge

The character can be configured with a cooperative or defensive stance. Practice listening to the response and adjusting your approach.

Related capacities (draft mapping)

Big Picture Thinking, Organizational Influence

Your goals for the conversation

• Tell a story that conveys your vision.
• Understand and address concerns.
• Align on a next step.

Skills assessed

• Use storytellingUse storytelling techniques to paint a clear and compelling vision.
• Handle objectionsRespond thoughtfully to pushback, and reframe objections as opportunities for alignment.

A structure to practice

1. 1Explain the context and purpose.
2. 2Give the feedback, make the request or present your idea.
3. 3Listen and respond to the other person.
4. 4Agree on next steps.

Scored practice uses the skill rubrics listed above. This conversation structure is a practice aid, not an additional scoring claim.

Communicating an upcoming change

You play Alejandra’s manager

Ask a direct report to help onboard an incoming leader while addressing concerns about added responsibilities.

The brief

You’ll be discussing an upcoming change with Alejandra, your direct report. Jay, who’s joining from another business unit, will lead a new team related to Alejandra’s work. Ask Alejandra to help onboard him by providing an overview of current projects and clients. While Alejandra may be hesitant about the added responsibility, this opportunity will drive innovation and help increase her visibility with a new leader.

Possible challenge

This scenario uses a defensive character stance. Practice listening to the response and adjusting your approach.

Related capacities (draft mapping)

Adaptive Mindset, Emotional Intelligence

Your goals for the conversation

• Help Alejandra clearly understand the upcoming change on the team.
• Support Alejandra in identifying one positive benefit to the change.

Skills assessed

• Communicate ChangeUse a structured statement to explain an upcoming change.
• Ask open-ended questionsUncover the root cause of the problem, potential bias, and the listener’s feelings with open-ended questions.
• Validate emotionsRecognize and acknowledge the feelings that are being expressed.

A structure to practice

1. 1Explain the context and purpose.
2. 2Give the feedback, make the request or present your idea.
3. 3Listen and respond to the other person.
4. 4Agree on next steps.

Scored practice uses the skill rubrics listed above. This conversation structure is a practice aid, not an additional scoring claim.

Giving candidate feedback

You play A hiring manager

Explain an internal hiring decision using structured feedback that supports the candidate’s continued development.

The brief

You are a hiring manager giving feedback to an internal job candidate, Carter, who was not selected for a role on your team. Use a structured framework to provide feedback that keeps Carter motivated and engaged. As you practice, you decide what the role is and the reasons why he wasn't selected.

Possible challenge

This scenario uses a defensive character stance. Practice listening to the response and adjusting your approach.

Related capacities (draft mapping)

Trust Building, Inclusive Engagement

Your goals for the conversation

• Provide thoughtful feedback.
• Foster motivation and engagement.

Skills assessed

• Give candidate feedbackProvide structured feedback to a job candidate.
• Recognize strengthsHighlight a person's positive qualities and attributes.

A structure to practice

1. 1Explain the context and purpose.
2. 2Give the feedback, make the request or present your idea.
3. 3Listen and respond to the other person.
4. 4Agree on next steps.

Scored practice uses the skill rubrics listed above. This conversation structure is a practice aid, not an additional scoring claim.

Debriefing after an interview

You play A hiring panel member

Explore a colleague’s strong preference for a candidate and work toward a shared hiring decision.

The brief

Your colleague, Cassidy, is working with you to select a candidate for a new role on your team. She has a strong preference for one of the candidates, but you aren't sure you agree. Talk with Cassidy to understand her thoughts and move toward a shared decision.

Possible challenge

The character can be configured with a cooperative or defensive stance. Practice listening to the response and adjusting your approach.

Related capacities (draft mapping)

Conflict Navigation, Inclusive Engagement

Your goals for the conversation

• Help Cassidy understand you may have a difference of opinion on the candidates.
• Identify Cassidy’s assumptions about the candidates.
• Find points of agreement.

Skills assessed

• Acknowledge DifferencesRecognize and respectfully state a difference of opinion as an opportunity for discussion.
• Challenge assumptionsSpot hidden beliefs and encourage reflection about them.
• Find Common GroundFind and highlight points of agreement.

A structure to practice

1. 1Explain the context and purpose.
2. 2Give the feedback, make the request or present your idea.
3. 3Listen and respond to the other person.
4. 4Agree on next steps.

Scored practice uses the skill rubrics listed above. This conversation structure is a practice aid, not an additional scoring claim.