Academic
The Unnamed Source
Priya sends you in alone. There's a formal complaint about Rohan Vashisht. His first question: who said this?
- You
- HR Business Partner Associate, Kestrel Analytics
- Across the table
- Rohan Vashisht, Client Delivery Team Lead, Kestrel Analytics
He speaks first.
HR check-in, huh? That's a first for me. What's going on?
The brief comes after you sign in.
The situation
His first question is who said it.
Priya sends you in alone. There is a formal complaint about Rohan Vashisht. Before you finish the reason you are there, he asks who said this.
You are early in the HR seat. The complaint is real. His question is a test of whether you will hand him a name.
- You are in the room without your manager.
- He wants the complainant's name.
- A formal complaint is already on file.
The session
About twenty minutes.
You sign in with your email, read the brief, and have the conversation. A short reflection comes first. Then the coaching debrief, on what you did. The transcript stays with the session. You do not see a score.
- Email sign-in
- Coaching debrief
- Up to 20 turns
Before you start
What people ask.
Who am I in this conversation?
You're the HR Business Partner Associate at Kestrel Analytics. Rohan Vashisht leads client delivery and wants to know the source of a formal complaint. You get the full brief after you sign in.
Do I need HR experience to practise this?
No. The brief has complaint context and confidentiality limits. You're practising a difficult conversation when the subject demands names you can't give.
What do I leave with?
A transcript of what you actually said, and a coaching debrief on what it cost you. You answer a short reflection before that debrief appears. You do not see a score.
Can a team run the same scenario?
Yes. Each person gets their own conversation. A pilot is how a cohort starts: same brief, separate transcripts, one place for the programme lead to read them.