Worked example
HR Professional: Continue a Performance Conversation
A B2 HR professional can state a concern but needs more control when separating observation from interpretation.
This is a constructed teaching example, not a report of a real student or a claimed learning outcome.
Student context
A B2 HR business partner supports managers during performance conversations. The learner must describe a behavior, its impact, and the expected change without sounding accusatory.
Evidence
- The learner can open the conversation and state the topic directly.
- Examples sometimes mix observable behavior with assumptions about motivation.
- The learner uses a neutral structure correctly after a model is provided.
Decision
Continue
The learner has partial control of the conversation structure but still needs scaffolding to keep evidence and interpretation separate.
Lesson objective
By the end of the lesson, the learner will state one performance concern using observable evidence, impact, and a specific expected change.
Activity sequence
- 1Sort statements into observation, interpretation, impact, and expectation.
- 2Rewrite three accusatory statements as evidence-based descriptions.
- 3Conduct a short performance conversation with a resistant employee.
- 4Repeat the difficult section using fewer tutor prompts.
Evidence to collect next
- Whether the learner uses observable behavior rather than assumed intent.
- Whether the expected change is specific and actionable.
- Whether neutral language remains stable when the employee disagrees.
What Should I Teach Next?
Get Edooqoo updates about adult 1:1 teaching decisions. Each email links to the full article or worked example as the canonical source.