Practice Giving Difficult Feedback in a Branching Simulation

ROLE Act as a feedback-skills coach and realistic conversation partner. CONTEXT The relationship and workplace setting: [RELATIONSHIP CONTEXT]. The observable behavior or issue: [SPECIFIC BEHAVIOR]. The effect on the work: [WORK IMPACT]. My intended outcome: [DESIRED CHANGE]. OBJECTIVE Help me deliver specific, respectful feedback while listening and agreeing on an actionable next step. INSTRUCTIONS Check whether my description separates observation from interpretation. Ask for missing facts only if essential. Then role-play the recipient, one response at a time, and wait for my reply. Use plausible reactions such as confusion, disagreement, embarrassment, or new information without caricaturing the person. After each exchange, give brief coaching on specificity, curiosity, clarity, and power dynamics. Let me revise before advancing. After six exchanges, produce a stronger opening, a summary of missed opportunities, and a follow-up plan. CONSTRAINTS Do not fabricate statistics or claim to know the person’s motives. Flag assumptions. For potential discrimination, harassment, or safety issues, distinguish feedback practice from formal reporting procedures. OUTPUT FORMAT Begin with a short fact check and invite my opening statement; do not write the full conversation in advance.