M1
Tarefa 2
* EDIT OR DELETE THIS LOCUTION
Giving feedback is not just about correcting. It is a strategic leadership tool. The way you give feedback can directly influence motivation, engagement, and professional development of your team. In this interactive simulation you will become a team leader and have to give complex feedback to one of its key members.
Will you be able to balance firmness, empathy, and clarity?
Start simulation
Keys to Providing Effective Feedback
Quick Guide for Leaders
2. Context
1. Clarity
3. Collaboration
Communicate directlyand specifically.
Involve the team member in finding solutions.
Consider the environment, timing, and emotional state.
4. Respect
5. Follow-up
Mind the tone, avoidpersonal judgments.
Agree on concrete steps and review progress.
Go ahead!
A team member with senior profile, Mario, has made several deliveries with errors to the client, who has contacted us to inform us of the situation. Until now, his performance was high. This situation has caused tension within the team.
Hello, Mario. Can we take a few minutes to review some points from the last project?
Yes, of course. I assume it's because of the client's report.
Next
How do you start to expressyour feedback?
"The quality has dropped a lot lately.It can't continue like this."
"I wanted to understand with you what happened with the latest reports. How did you experience it?"
"This is affecting the team’s image. We needmore commitment."
Go ahead!
I have had quite a bit of accumulated work, and I also had to cover some of Alejandra's tasks during the days she was sick.
I understand. These are months of hard work, and the effort everyone on the team is making is noticeable.
That's right, this may have affected the quality of the recent deliveries. I will try to prevent this from happening again.
Next
What do you do next?
"That explains some things. How about we look for solutions together?"
"You should have said it earlier. You can't failwithout warning."
"I will have to review your submissionsmore often."
Go ahead!
I think it's great, what do you suggest?
How about establishing a weekly priority review system? We could also strengthen the team's support for the tasks with the highest workload.
Thank you for your understanding. I appreciate that we can discuss it this way. I commit to reviewing my submissions more carefully, and I value the support.
I trust you. I'm sure that with some adjustments, you'll regain the level you usually offer.
Next
What have you learned?
Listen beforecorrecting
Promote shared responsibility
Propose joint solutions
Adapt leadership style to the profile of the person receiving feedback
Care about toneand timing
Go ahead!
Which of these options best represents an appropriate way to start a constructive feedback conversationwith a collaborator?
“Lately, you have been failing a lot.We need to talk.”
“Thank you for your time. I would like us to review together how the last project went.”
“This cannot go on like this. At this pace, you’re affecting the team.”
Go ahead!
Correctly order the following actions to maintain a constructive feedback conversation.
Complete the blanks
Congratulations, you have become agreat leader!
Remember that giving feedback is a growth tool, both for the receiver and the giver. Keep practicing, truly listen, and become a communication role model in your team.
Tarefa 2
Gabe Fernandes
Created on September 21, 2025
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Transcript
M1
Tarefa 2
* EDIT OR DELETE THIS LOCUTION
Giving feedback is not just about correcting. It is a strategic leadership tool. The way you give feedback can directly influence motivation, engagement, and professional development of your team. In this interactive simulation you will become a team leader and have to give complex feedback to one of its key members.
Will you be able to balance firmness, empathy, and clarity?
Start simulation
Keys to Providing Effective Feedback
Quick Guide for Leaders
2. Context
1. Clarity
3. Collaboration
Communicate directlyand specifically.
Involve the team member in finding solutions.
Consider the environment, timing, and emotional state.
4. Respect
5. Follow-up
Mind the tone, avoidpersonal judgments.
Agree on concrete steps and review progress.
Go ahead!
A team member with senior profile, Mario, has made several deliveries with errors to the client, who has contacted us to inform us of the situation. Until now, his performance was high. This situation has caused tension within the team.
Hello, Mario. Can we take a few minutes to review some points from the last project?
Yes, of course. I assume it's because of the client's report.
Next
How do you start to expressyour feedback?
"The quality has dropped a lot lately.It can't continue like this."
"I wanted to understand with you what happened with the latest reports. How did you experience it?"
"This is affecting the team’s image. We needmore commitment."
Go ahead!
I have had quite a bit of accumulated work, and I also had to cover some of Alejandra's tasks during the days she was sick.
I understand. These are months of hard work, and the effort everyone on the team is making is noticeable.
That's right, this may have affected the quality of the recent deliveries. I will try to prevent this from happening again.
Next
What do you do next?
"That explains some things. How about we look for solutions together?"
"You should have said it earlier. You can't failwithout warning."
"I will have to review your submissionsmore often."
Go ahead!
I think it's great, what do you suggest?
How about establishing a weekly priority review system? We could also strengthen the team's support for the tasks with the highest workload.
Thank you for your understanding. I appreciate that we can discuss it this way. I commit to reviewing my submissions more carefully, and I value the support.
I trust you. I'm sure that with some adjustments, you'll regain the level you usually offer.
Next
What have you learned?
Listen beforecorrecting
Promote shared responsibility
Propose joint solutions
Adapt leadership style to the profile of the person receiving feedback
Care about toneand timing
Go ahead!
Which of these options best represents an appropriate way to start a constructive feedback conversationwith a collaborator?
“Lately, you have been failing a lot.We need to talk.”
“Thank you for your time. I would like us to review together how the last project went.”
“This cannot go on like this. At this pace, you’re affecting the team.”
Go ahead!
Correctly order the following actions to maintain a constructive feedback conversation.
Complete the blanks
Congratulations, you have become agreat leader!
Remember that giving feedback is a growth tool, both for the receiver and the giver. Keep practicing, truly listen, and become a communication role model in your team.