Title: Resolving Workplace Conflict with Emotional Intelligence
Characters:
Alex – Team leader
Jordan – Frustrated team member feeling overworked
Casey – Colleague who unintentionally caused conflict
Sam – Neutral mediator, encourages open discussion
Taylor – Senior employee providing feedback
Morgan – Observer providing self-reflection insight
Scene: Office Meeting Room
(The atmosphere is tense as Jordan, looking frustrated, confronts Casey about
workload distribution.)
Jordan:
Casey, I’ve noticed that I’ve been handling most of the report revisions, while you’ve
been focused on client meetings. It feels unfair, and it’s starting to wear me out.
Casey:
I didn’t realize you felt that way, Jordan. I thought we had divided the work fairly. I’ve
been busy with client calls, but I see how this might have affected you.
Sam (mediator):
I appreciate both of you sharing your perspectives. Before we go further, let’s take a
step back and try to engage in active listening. Jordan, could you clarify what specific
tasks have been overwhelming?
Jordan:
It’s mainly the last-minute revisions and compiling data. I feel like I don’t have time to
focus on other important tasks.
Casey:
That makes sense. I should have checked in with you. Maybe I could take on some of
the revisions moving forward?
Alex (team leader):
That’s a great start. This is why it’s important to practice self-reflection. We should all
assess how our actions affect the team. Casey, what do you think you could have done
differently?
Casey:
I could have communicated better and asked if you needed help earlier. I’ll make sure to
check in from now on.
Taylor (senior employee):
This is a great learning opportunity. I also encourage everyone to seek feedback
regularly. It helps us avoid misunderstandings before they escalate.
Morgan (observer):
And it’s important for all of us to self-reflect. Before reacting, we should ask ourselves:
Why am I feeling this way? How can I express my concern constructively? That way, we
can manage conflicts more effectively.
Alex:
Great points! Moving forward, let’s have brief weekly check-ins to discuss workload
balance. That way, we can maintain open communication and ensure fairness.
Jordan:
I really appreciate this discussion. I feel heard, and I’m willing to adjust as well.
Casey:
Same here! Thanks, everyone, for helping us work through this.
(Scene ends with everyone feeling more understood and motivated to improve
teamwork.)
This script applies Emotional Intelligence principles by encouraging self-reflection,
active listening, and seeking feedback. Would you like any adjustments to better suit
your scenario?
Role-Playing Script: Resolving Workplace Conflicts Using Emotional Intelligence
Group Members: 6
Scenario: A team working on a project faces conflict due to miscommunication and
unmet expectations. The manager facilitates a resolution using Emotional Intelligence
(EI) principles.
Characters:
Manager (Facilitator) – Guides the discussion and ensures a fair resolution.
Employee 1 (Anna) – Upset because her ideas were ignored in a meeting.
Employee 2 (Ben) – Feels overloaded with tasks but hesitant to speak up.
Employee 3 (Carla) – Believes she is doing most of the work and is frustrated.
Employee 4 (David) – Thinks Carla is being too controlling and not listening.
Observer – Watches the conversation and provides feedback on Emotional Intelligence
use.
Scene: Conflict Arises in the Office
(The team is in a meeting, tension is visible. The manager notices and steps in.)
Manager:
"Alright, team. I can sense some frustration. Instead of letting this impact our work, let's
discuss this constructively. Everyone, take turns sharing your perspective without
interruptions. Anna, let’s start with you."
Anna:
"I feel like my ideas in the last meeting were ignored. I worked hard on those
suggestions, but no one acknowledged them."
Ben:
"I understand that, but I’ve been overwhelmed with tasks and didn’t have time to review
everything. I wish we could balance the workload better."
Carla:
"I’ve been taking on extra work to meet deadlines, and it feels like I’m the only one
putting in effort."
David:
"Carla, I feel like you take control of everything and don’t give others a chance to
contribute."
Manager:
"I appreciate everyone expressing their feelings. Let’s apply Emotional Intelligence here.
First, let’s practice self-awareness—acknowledge how we feel and why. Then, let’s use
empathy—try to understand each other's perspectives."
(Each team member reflects for a moment.)
Manager:
"Now, let’s find solutions. Anna, how can we ensure your ideas are considered?"
Anna:
"Maybe we could have a structured agenda where everyone gets a chance to speak?"
Manager:
"Good idea! Ben, how can we help you manage your workload?"
Ben:
"If we distribute tasks more evenly and set realistic deadlines, that would help."
Manager:
"Carla, David, how can you both work together more effectively?"
Carla:
"I’ll try to involve everyone more and ask for input instead of assuming responsibility."
David:
"And I’ll make sure to contribute more instead of feeling left out."
Observer (Feedback):
"You all showed self-awareness, empathy, and effective communication. This discussion
turned a conflict into a solution-focused conversation."
Conclusion:
Manager:
"This is how we use Emotional Intelligence in conflict resolution—by understanding
emotions, communicating effectively, and finding solutions together. Let’s apply these
principles moving forward!"
