NHS Blood and Transplant
Neurodiversity Global
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Scenario 02

The trainer who loses structure when the simulation changes unexpectedly

Predictability, overload and communication under pressure

Persona

Name
Hannah Patel
Age
42
Role
Training and Practice Supervisor
Disclosure
Hannah has disclosed to her manager that she is autistic. She has not shared this with the wider learner group.
Context
Known for being accurate, consistent and highly prepared. Learners often say her explanations are clear because she follows the process carefully. She copes well with warning, but finds last-minute disruption difficult.
Record
Strong feedback for technical accuracy. Previous learners describe her sessions as "very structured" and "clear". One previous learner said Hannah can sound "sharp" under pressure. No formal performance concerns currently open.

Scenario

Hannah is delivering solo with three learners for the first time since the ratio change. Ten minutes before the session, she notices the printed SOP pack includes one older page. She decides to continue using the live digital version on screen, and tells the group at the start. Mid-session, one learner keeps referring to the printed pack and asks why the printed instruction is different. Hannah, focused on keeping the process correct, says firmly:

"Stop using that version. We need to follow the current SOP."

What happened after

The learner feels embarrassed and later tells Hannah's manager: "It felt like I wasn't allowed to ask. She was sharp with me." Hannah later says: "I was protecting the process. The printed version was wrong and I needed everyone on the live SOP." The manager needs to respond to the learner experience, support Hannah, and protect both the training standard and TPS confidence in the new 1:3 ratio.

Now, in your groups

Discuss in your group

  1. 01

    What is the visible issue in this scenario?

  2. 02

    What might be happening underneath for Hannah?

  3. 03

    What is the actual performance concern — tone, communication, or both?

  4. 04

    What can be adjusted without lowering the training standard?

  5. 05

    What should the manager say first to Hannah, and to the learner?

Stretch the discussion

What if there was no disclosure?

If Hannah had not disclosed, what would you still notice? She is accurate, structured, protective of the process, and becomes more direct under pressure. How would you separate intent from impact without making assumptions about why?

Capture your thinking

Group output

Use this to note what your group lands on. One person can capture for the share-back, then save to send it to the facilitator review.