Case studies · Sample project
“Giving difficult feedback”
A short module that managers take between two meetings, and that prepares them for their next real conversation.
Context
This sample project responds to a common scenario: a 400-employee services company notices its managers avoid difficult conversations. Performance issues pile up and get addressed too late. The current training is a 45-minute presentation with low attendance.
Learning objectives
By the end of the module, managers will be able to:
- recognize the three most common mistakes in difficult feedback;
- structure feedback in 4 steps: fact, impact, listening, commitment;
- choose the best response when the employee reacts emotionally.
Storyboard
| Screen | Content | Interaction | Time |
|---|---|---|---|
| Welcome | “Do you have a difficult conversation to have this week?” | Start button | 0:30 |
| Scenario | Julie needs to talk to Marc, who has been submitting his reports late for a month. | Choice without penalty | 1:30 |
| The 3 mistakes | Waiting too long, generalizing, talking without listening. | Flip cards | 1:30 |
| The 4-step model | Fact, impact, listening, commitment, with an example for each. | Tabs | 2:00 |
| Guided practice | Put Julie's sentences in the right order. | Drag and drop | 1:30 |
| Simulation | Marc gets defensive, shuts down or opens up depending on the choices. | Branching (3 decisions) | 3:00 |
| Human factor | Normal emotional reactions and how to stay present. | Accordion | 1:00 |
| Quiz | 5 scenarios, 80% passing score. | Graded SCORM quiz | 1:30 |
| Transfer | “Prepare my conversation” template. | PDF worksheet | 0:30 |
Simulation excerpt
Julie: “Marc, I'd like to talk about the reports. The last three came in after Thursday.”
Marc: “It's not my fault, I get the data late.”
What does Julie say?
A. “With you it's always someone else's fault.” Generalization: Marc shuts down.
B. “All right, we'll talk about it later.” Avoidance: the problem remains.
C. “I understand. Help me see where it gets stuck.” Best choice: we look for a solution together.
What this project shows
I master industry standards: storyboards, branching scenarios, graded quizzes and SCORM. I design microlearning focused on transfer to the job, with the human angle that most management training lacks. Link to the module: to be published
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