GUT TALK

Choose this exercise

Purpose: To practice expressing workplace emotions clearly and directly using structured peer coaching and behavioral feedback.

Use it when: Use during communication or leadership training when teams need practical drills for handling emotionally charged workplace conversations.

Skip it when: Skip when a group has active, unaddressed workplace grievances among members or when participants cannot handle peer coaching safely.

Group arrangement: Clusters of 5 to 7 participants use five core roles: Speaker, Speaker's Coach, Listener, Listener's Coach, and Observer. For exactly 8 or 9 participants, use one cluster. Everyone beyond the five role-card holders is an additional observer.

Timing: 60 minutes matches the lower end of the 60 to 90 minute source duration, covering setup, demonstration, two full 12-minute practice rounds, and action planning.

Materials and tools

• One GUT TALK Checklist per participant, printed or digital
• One set of 5 Role Cards per cluster; additional observers use their participant checklists
• Blank scratch paper and felt-tip markers for coaches
• A timer or stopwatch
• A whistle or chime for signaling transitions
• For remote or mixed clusters: a video meeting with direct messages; an individual device and headset for every member of a mixed cluster

Before participants arrive

1. Arrange chairs in clusters of 5 to 7 without tables. For exactly 8 or 9 participants, arrange one cluster with enough chairs for everyone.
2. Print copies of the GUT TALK Checklist for every participant.
3. Print and cut one set of Role Cards per cluster.
4. Have blank paper and bold markers placed at each cluster for coaches.

Say this to open

Most workplace training encourages us to hide our emotions and stay detached. But unexpressed feelings often leak out sideways, damaging work relationships. Today we will practice expressing emotions clearly and constructively without losing control. Each group will have a speaker, a listener, two silent coaches holding prompt signs, and an observer tracking specific behaviors against our checklist.

How to run it

1. Introduce checklist and demonstrate 10 minutes

   Distribute the GUT TALK Checklist. Review the five items: explain why and ask permission, name multiple feelings, avoid blame, own feelings using 'I feel' statements, and listen to responses. Model a 2-minute scenario with a co-facilitator or prepped volunteer showing how the coach holds up short signs (e.g., 'OWN IT' or 'NAME MULTIPLE') behind the listener.

2. Form groups and assign roles 5 minutes

   Form clusters of 5 to 7. With exactly 8 or 9 participants, use one cluster. Distribute the five role cards: Speaker, Speaker's Coach, Listener, Listener's Coach, and Observer. Any additional participants observe with their checklists and pass their notes to the Observer card holder. Announce Scenario 1: 'Your co-worker has failed to deliver a critical report to you on time. Now your report is going to be delayed.'

3. Run round 1 practice cycle 12 minutes

   Minutes 1-3: Speaker and Listener each prepare with their coach; observers review the checklist. Minutes 4-6: Run the roleplay, with coaches silently displaying prompts behind the opposite partner. Minutes 7-9: The Observer card holder summarizes observer notes, then each coach and the Listener give feedback. Allow each of these four speakers up to 30 seconds, leaving one minute for clarification. Minutes 10-12: Bring the room together for brief general observations.

4. Rotate roles and run round 2 15 minutes

   Pass the five role cards: Speaker becomes Listener; Listener becomes Speaker's Coach; Speaker's Coach becomes Observer; Observer becomes Listener's Coach; Listener's Coach becomes Speaker. Additional observers keep observing and sharing notes with the Observer card holder. Announce Scenario 2: 'You feel your manager is making promotion decisions based on 360 feedback, and you believe a peer is undermining you.' Repeat the 12-minute cycle, with up to 3 minutes for the role change and setup.

5. Individual reflection and action planning 13 minutes

   Invite participants to think of an upcoming or unresolved conversation in their real work where unexpressed emotions are present. Have everyone spend 8 minutes privately drafting an opening statement and checklist strategy on paper. Use the final 5 minutes to invite two or three voluntary comments on how applying the checklist felt across the session.

6. Final wrap-up 5 minutes

   Conclude the session by reminding participants that checklist items like asking permission and owning statements reduce conversational defensiveness. Collect role cards and close.

Debrief questions

• What difference did asking permission make before naming difficult emotions?
• What prompt from a coach was most helpful during the conversation?
• How did focusing on 'I feel' statements prevent the listener from becoming defensive?

Finished output: Every participant completes a private written outline for an upcoming difficult workplace conversation using the five-step checklist.

Remote

Use one breakout room per cluster, following the group-format rules, including one room for a total of 8 or 9. Assign the five core roles in advance; extra members observe and share notes with the Observer card holder. Coaches use private chat or handwritten webcam signs. Observers mute their microphones. Keep the same feedback limits and return everyone to the main room for debriefs.

Hybrid

Allocate participants across locations using the same cluster rules. Keep room-only or remote-only clusters where their counts fit; otherwise form a mixed cluster. Every member of a mixed cluster joins the video meeting on an individual device with a headset, with room members spaced apart to avoid audio feedback. Any core role may be remote. Use the remote coaching procedure and the same observer-reporting, rotation and feedback limits.

Access and participation choices

• Participants may choose the Observer role if roleplaying causes distress.
• Coaches may use prepared digital text or printed prompt cards instead of writing on the fly.
• Personal action plans remain strictly private and are not collected.

If the session gets stuck

The roleplay turns into an escalating argument or personal attack.

Intervene immediately, pause the timer, remind the group that the roleplay is a deliberate practice drill for checklist behaviors, and reset the speaker to restart with an 'I feel' statement.

Coaches speak aloud and interrupt the conversation.

Remind coaches that coaching must be entirely silent using written signs held up behind the conversational partner.

Terms used here

• GUT TALK Checklist: A five-point protocol for expressing emotions professionally: ask permission, name multiple feelings, avoid blame, use 'I feel' phrasing, and listen.