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Overview
Video Run Time: 4:08
Facilitation Time: 1hr 25m
In this immersive simulation, participants will step into the shoes of Patricia, a newly hired project manager navigating a male-dominated tech company. Guided by facilitators Gloria Song and Carol Gorelick, participants will explore the subtle yet impactful challenges Patricia faces as she works to establish her professional identity while contending with cultural expectations and workplace dynamics.
Through Patricia’s journey, participants will experience how to overcome adversity, strengthen their inner capacities, and exercise agency in the face of workplace obstacles.
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This simulation draws on Gloria Song’s “Circle of Flourishing Leadership” framework, which emphasizes three core capacities for leadership growth: Inner Capacity, Performance Capacity, and Relational Capacity. As participants interact with Patricia’s story, they will learn how to harness their internal resources, gain self-awareness, and transform difficult experiences into opportunities for growth and leadership development.
Circle of Flourishing Leadership, developed by Gloria Song, is a holistic framework that integrates three key capacities: Inner Capacity, Performance Capacity, and Relational Capacity. Inner Capacity focuses on self-awareness, emotional intelligence, and resilience, allowing leaders to connect with their values and overcome self-doubt. Performance Capacity involves using skills and talents effectively to navigate challenges and drive impactful decisions. Relational Capacity centers on building strong, trusting relationships, fostering collaboration, and creating a culture of psychological safety. Together, these capacities help leaders thrive in complex environments, respond to setbacks with agency, and create a space for themselves and others to grow and flourish.
Facilitation
Part 1
Patricia begins her journey as a new project manager in a renowned tech company, reflecting on the excitement and pride of securing her new role. However, she quickly becomes aware that she is the only woman in the department, which stirs feelings of uncertainty.
Starter Question: "What does it feel like to step into a role that excites you, yet realize that you may be the only one who represents a particular identity or perspective?"
Additional Questions:
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"How do personal expectations and external perceptions clash in the early stages of a new leadership role?"
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"What assumptions might you bring into a situation where you are the minority, and how do those assumptions influence your confidence?"
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"In what ways do subtle biases in workplace environments shape how individuals navigate their sense of belonging?"
Part 2
Patricia is introduced to her new colleagues, who welcome her to the team but also subtly hint at her role as the 'diverse' voice. While the greetings are cordial, the underlying assumptions about her identity are palpable.
Starter Question: "When you are seen as the 'different' voice in a group, how does that expectation impact the way you show up and contribute?"
Additional Questions:
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"What implicit biases may be embedded in well-meaning comments from colleagues, and how can you navigate these biases?"
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"How does the pressure to represent diversity influence how individuals assert their ideas and opinions in a team?"
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"What strategies can you use to assert your own identity in an environment where others might see you primarily through the lens of difference?"
Part 3
Patricia experiences self-doubt about whether she belongs in the role and reflects on her personal and professional journey. Despite her qualifications, she wrestles with feelings of inadequacy and questions whether her voice will be heard.
Starter Question: "How do moments of self-doubt shape the way you approach leadership opportunities, and what strategies can help overcome these inner critics?"
Additional Questions:
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"What role do personal histories and professional experiences play in shaping self-doubt?"
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"How can leaders cultivate resilience in the face of internal and external pressures that question their worth?"
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"In what ways does acknowledging self-doubt become an empowering act that transforms vulnerability into strength?"
Part 4
​During a team meeting, Patricia prepares to present her ideas, only to be overshadowed by her male colleagues. Her voice is drowned out, her contributions minimized, and her ideas dismissed, reinforcing her feelings of invisibility.
Starter Question: "What is the impact of being repeatedly overlooked in conversations where your expertise is valuable, and how can you reclaim your voice?"
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Additional Questions:
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"How does the fear of not being heard or respected influence the way you contribute in group settings?"
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"What unconscious dynamics play out when one person’s ideas are overshadowed by louder voices, and how can this be disrupted?"
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"What personal and systemic actions can be taken to ensure that every voice, especially those from marginalized groups, is truly heard and valued?"
Part 5
​Patricia receives feedback from her manager, who praises her hard work but points out areas for improvement in her communication and leadership presence. She is encouraged to continue growing and taking on more projects, but questions why her contributions aren’t fully recognized.
Starter Question: "When feedback emphasizes your potential for growth but doesn't acknowledge your existing achievements, how does that impact your motivation and sense of fairness?"
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Additional Questions:
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"How do feelings of inequity or under-recognition affect the way you approach your professional growth and development?"
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"What role does confidence play in communication, and how can leaders foster environments where everyone’s contributions are acknowledged and valued?"
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"How can individuals balance the pursuit of more opportunities with the recognition of their current achievements, without feeling the need to constantly prove themselves?"
Part 6
​Patricia meets with her manager for a one-on-one meeting to receive feedback on her recent presentations and communication with the team. Although her hard work and commitment are acknowledged, Patricia is given specific guidance on how she needs to improve her communication and influence to move forward in her career. The conversation leaves Patricia with a mix of gratitude for the guidance and frustration over the unacknowledged effort she has already put in.
Starter Question: "When feedback focuses on areas of improvement without fully acknowledging the achievements you've made, how does that affect your confidence and motivation?"
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Additional Questions:
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"How do you internalize feedback that is constructive but leaves out the recognition of your contributions?"
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"In what ways can leaders and individuals create space for feedback that encourages growth without diminishing prior achievements?"
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"How can you maintain confidence in your abilities while also embracing areas for development and learning?"
Part 7
Patricia reflects on the feedback she has received and the guidance to take on more projects in order to position herself for a promotion. However, she begins to realize that despite delivering six high-impact projects, her efforts aren’t fully recognized, while a male colleague who completed fewer projects has seemingly garnered more recognition. This realization raises questions about fairness, recognition, and merit in the workplace.
Starter Question: "When your hard work and contributions go unrecognized, and others around you are praised for doing less, how does this affect your sense of fairness and worth?"
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Additional Questions:
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"How do experiences of inequity shape your feelings of belonging and motivation in the workplace?"
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"What strategies can you use to advocate for your achievements in environments where recognition may not come easily?"
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"How can leaders and organizations ensure that recognition and advancement are based on merit rather than implicit biases or inequities?"
Purpose
The purpose of this simulation is to provide participants with a profound, experiential understanding of leadership and personal agency by guiding them through the challenges faced by Patricia, a newly hired project manager navigating a male-dominated tech company. As participants engage with Patricia’s journey, they will explore the nuances of professional identity formation, the obstacles presented by workplace biases, and the internal struggles triggered by self-doubt and external pressures. The simulation aims to deepen participants’ self-awareness and equip them with practical tools for overcoming adversity while fostering leadership growth. Key objectives include:
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Building Inner Capacity: Participants will reflect on Patricia’s journey of self-discovery, exploring how personal values, identity, and emotional responses shape leadership behaviors. By recognizing and confronting their own inner critics, participants will develop the resilience and self-awareness necessary for leadership development.
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Navigating Workplace Challenges: This simulation highlights the subtle and pervasive forms of bias and resistance Patricia encounters in her male-dominated work environment. Participants will examine how these challenges mirror real-world organizational dynamics and learn strategies to address them, transforming adversity into opportunities for growth.
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Strengthening Personal Agency: Through Patricia’s growth, participants will learn how exercising agency—the power of choice and action—can transform workplace dynamics and lead to personal and professional flourishing. They will practice using their voices, advocating for themselves, and recognizing how agency can expand both Inner and Relational Capacity within the Circle of Flourishing Leadership model.
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Applying the Circle of Flourishing Leadership: The simulation is designed to allow participants to put Gloria Song’s Circle of Flourishing Leadership framework into practice. They will explore how strengthening Inner Capacity (self-awareness and resilience), Performance Capacity (effective action), and Relational Capacity (building trust and collaboration) can empower them to navigate complex work environments and promote personal and organizational growth. The process will emphasize the importance of relational leadership and the ability to grow from setbacks, ultimately fostering a culture of inclusivity and connection.
Debrief
After navigating the multi-faceted challenges presented in Common Good Leadership, it’s essential to help participants connect their experiences to the deeper principles of communal transformation, leadership beyond management, and the power of small groups. This reflective debrief encourages participants to integrate their insights with key concepts from Peter Block’s theory, applying them to real-world leadership and organizational development contexts.
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Leadership & Communal Structures
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Moving Beyond Management to Leadership:
Throughout the simulation, participants played the role of Paul, a physician tasked with bringing together healthcare professionals, patients, and families during times of tension and conflict. This experience demonstrates how real leadership requires stepping away from managerial control and fostering the creation of communal structures that build a sense of belonging. Leadership, as seen through Paul’s interactions, is about initiating conversations that allow diverse perspectives to surface and focusing on the shared well-being of the community.
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Creating a Future Distinct from the Past:
Paul’s challenge of bridging divides within the hospital environment—whether it was addressing Dr. Singh’s resistance or guiding the staff towards collaboration—exemplifies leadership’s critical task of creating a future distinct from the past. Real change emerges from convening spaces where people can reimagine their relationships and work toward collective goals, rather than merely improving upon past efforts.
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The Power of Small Groups & Dialogue
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Building Trust and Collective Accountability:
The simulation underscored the importance of small groups as the foundational structure for fostering openness and trust. Whether Paul was mediating between frustrated staff or co-creating solutions with patients and their families, the power of small groups in activating the Common Good became evident. Participants learned that real transformation happens not through top-down mandates, but by bringing diverse voices into dialogue, allowing them to take collective ownership of the outcomes.
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Engaging in Authentic Conversations:
In various scenarios—such as the Cafeteria Confrontation—participants experienced how difficult, authentic conversations can reveal underlying assumptions, fears, and barriers to change. The dialogue between Paul and Dr. Singh highlighted how resistance is often rooted in unspoken fears or concerns. Participants were challenged to move beyond surface-level communication and engage in deeper conversations that address the emotional and relational dynamics at play.
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Belonging & Social Contracts
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Reframing Social Contracts for Change:
Paul’s journey through the hospital’s tensions invited participants to reflect on the social contracts that guide interactions within organizations. From the unspoken expectations between staff members to the explicit tensions between patients and healthcare professionals, participants saw how these contracts must evolve to support collective well-being. The simulation illustrated that activating the Common Good requires rethinking how we choose to be together—shifting from individual concerns to a shared sense of responsibility for the community.
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Creating Spaces for Belonging:
A key takeaway from the simulation was the realization that fostering belonging is at the heart of communal transformation. In scenes like the Family and Staff Forum, participants witnessed how belonging arises when every voice is valued and heard. This space of inclusion and trust allows people to bring their full selves to the table, transforming not just the organization but also the culture that sustains it.
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Mindfulness & Presence in Leadership​
Tuning into Resistance and Vulnerability:
Participants faced various forms of resistance throughout the simulation—whether it was Dr. Singh’s skepticism or the frustration from frontline workers. The experience prompted participants to recognize how vulnerability and fear often hide beneath the surface of resistance. Mindfulness, in this context, is about remaining present and attuned to these underlying dynamics, allowing leaders to respond with empathy and patience rather than defensiveness or force.
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Leading with Presence:
One of the most profound insights of the simulation is the role of presence in leadership. Paul’s interactions demonstrated how staying fully engaged and mindful of the relational and emotional landscape can create an atmosphere of trust and openness. By being present, leaders can create a space where genuine dialogue and co-creation can flourish, ultimately leading to more sustainable and inclusive solutions.
Resources
Email Invite
Set expectations for your participants with this email invitation.
Syllabus Snippet
Introduce the theoretical and practical benefits of this experiential learning tool. Copy, paste, and edit the following description into your course syllabus or workshop description.
Key Readings
Give discerning participants the chance to dive deep into related literature with these key readings.
Certified Facilitators​
Gloria Song
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Carol Gorelick
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"OD Immersives offer a safe learning haven, delivering a real-life and career experience in a powerfully immersive way. After attending one session, you will never approach the issues you face in the same way again."
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~ Gloria Song
"OD Immersives simulate authentic conversations creating opportunities for dialogue about complex, relevant topics in a short time. The intergenerational integration of head and heart based on real experiences is unique. Its a productive and fun deep learning experience."
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~ Carol Gorelick