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Career Development Role-Play

Career Development Role-Play.

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Career Development Role-Play

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  1. Career Development Role-Play Below is a role play that will be demonstrated by the meeting facilitator, as the manager and a volunteer participant as the employee. This script is used to demonstrate how to have the conversation with the employee. The facilitator may choose to let the participant play the employee role as they choose. If using the script, please provide a copy to the participants and give them a few minutes to read through it prior to role playing. Scenario – Jane/John has been with KeHE for 4 years. They have always gotten good Performance Reviews. Jane/John has always wanted to do more, but does not see any roles they can advance to. Jane/John has always wanted to learn more about (job title) but has no idea where to start. They know that these roles exist, but are not sure how to get a position like that. The manager is having this conversation with Jane/John at the completion of the Performance Review. • Manager -“Well Jane/John, another good Performance Review. Today I want to talk about something a little different than we have in the past. I want to have a conversation about whether or not you are interested in career advancement.” • Jane/John – “I really never thought about it. I like what I do.” • Manager – “Do you have any long term career goals?” • Jane/John – “I always thought that being a (position)would be really interesting.” • Manager – “I can see that. What do you see your next steps to be to get to that position?” • Jane/John – “I’m not sure. Maybe… (next position) • Manager – “That would be a good step. I think another good next step for you would be … (another position).” • Jane/John – “Oh”

  2. Career Development Role Play • Manager – “Off the top of your head, what skills or experience do you think you need to get to that next level?” • Jane/John – “I probably need better computer skills. I might need to learn more about the position too. I am not sure what else.” • Manager – “I know that the position needs … (skill)and (skill). I will note those things down on this document. We will set up a meeting as a next step to talk further about more specific things that you can do to prepare for the next role.” • Manager – “One last question. You know that KeHE is a nationwide company. Would you have an interest in relocating to another area?” • Jane/John – “I think that is something I may be able to do. Can I get back to you on that?” • Manager – “Ok, thanks Jane/John. This was really a great conversation. I am going to set up a meeting on our calendar to talk about next steps.” • Manager - “I want you to review this document before the meeting. (Hand them the Development Action Strategy) You don’t have to fill it out, we can do that together, but I want you to start thinking about it. I want you to think about your strengths, things you are good at that we can leverage for that next role. Then think about 2-3 things you think you can focus on developing to get to the next role. Don’t worry now about the SMART goals, we can do those together.” • Manager – “Thank you Jane/John.”

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