RW204 WW-01.0919-Seminar-Share the Cause Share the Difference_Neat

APPENDIX




RECRUITING ROLE-PLAY 2





Purpose:
To simulate the recruiting process and practice the steps from this seminar.

Interaction:
Pairs or groups of three.

Duration:
Overall about 45 minutes to roleplay 1 scenario (including 10 min. preparation, 15-20 minutes per
scenario, 10-15 min. feedback).

Materials:
• Each participant’s Circle of Influence (RW120) filled out.
• One printed copy of the Feedback Form per participant.

Pairs:
Person A plays him/herself (the Independent Representative).
Person B plays A’s prospect (from A’s Circle of Influence).


Groups of 3 people:
A and B as above + person C observes the role-play and takes notes.



Preparation (about 10 minutes)



1. Everybody: take your own Circle of influence (RW120) and choose one A-person and one C-person
each.


2. For each person write down some notes, including: current job, education, possible main need,
possible objections.


3. Give your notes to your partner. This will be his/her “character” in the roleplay.


4. Study the notes your just received for a few minutes and ask/answer any questions.



Execution (about 20 minutes per scenario)



5. A and B role-play the first scenario following the recruiting process explained in this seminar. If
present, C observes and takes notes for feedback using the feedback form in this Appendix.












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Feedback (about 10 minutes)


6. After the role-play, have a short feedback session. If in pairs, use the feedback questions at the
beginning of Practice. If in groups of three, person C would give feedback using the form below.


Continuation


7. Choose another scenario and rotate roles among A, B and C.




ROLEPLAY FEEDBACK FORM

NOTES
What did they do or say?/What could they do or say?


Feedback A B C
questions (name: _________) (name: _________) (name: _________)







Stop:
What doesn’t
work?










Keep:
What works?










Start:
What could work?














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APPENDIX









When taking notes
Write observations, not judgements: write about behavior - what the person said or did that can be
observed (e.g. “nice” cannot be observed; “smiling” can be observed).

When giving feedback
Report what you observed (saw and heard) NOT your judgements.
If you have ideas for improvements, make suggestions for doable actions. For example:

I saw that you didn’t use p. 15 of the Water Filters Brochure [observation]. Maybe next time try to open the
brochure on that page when you ask the question. [doable action].

I heard you say “Would you like to work for Rena Ware?”. [observation] Maybe it’s better to say “Would you
like to join my team?” [doable action].








EXAMPLE FORM

NOTES
What did they do or say?/What could they do or say?

A
Feedback questions
(name: )
Anna

Saying: “Would you like to work for Rena Ware?”


Stop:
What doesn’t work?


Eye contact!



Keep:
What works?



Saying “Would you like to join my team?”


Start:
What could work?








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FEEDBACK


How helpful was this seminar ?





What would you do differently? How can we improve it?
Please send your comments to [email protected].

Put the name of the seminar in the subject line.



































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