Scenario: Agreement

As an action learning coach, how would you handle the following situation:

The team seems to be at consensus but continues to question the nature of the real problem.

Tags: Action Learning Coach, WIAL Action Learning

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Comments (13)

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    Aaron Nunez

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    As an action learning coach, I will do the following:

    1. I will share the team my observation that they still have been questioning the nature of the real problem in x number of minutes despite having already agreed a consensus then ask them ‘what is happening?’ At this point, I am bringing the situation to the surface to test my own assumption and validate whether do they still have doubts regarding the real problem or are they stuck and cannot seem to move forward, or something else.

    2. After hearing from their responses, I will ask everyone ‘what is the impact if we continue to do this’ and solicit responses from each participant.

    3. I will bring their learning to the next level asking ‘what can we do to improve and prevent this from happening again?’

    4. At this point, I will either ask ‘how do you want to proceed?’ and allow the team to ask the next question or go back to getting the consensus on the problem statement.

    Thanks,
    Aaron Nunez

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  • Avatar

    Sylvia

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    1 – Asked them to read each individual statement of the problem.
    2 – ‘Is there a consensus?’ If they say yes, I’ll remember them they are ready to begin to work on the action plan, and recall some things about this new step of the session (use of open and closed questions, focus…) and the time left for it.
    3 – If the questions made from now on don’t move forward, I would ask about the kind of questions their making, why they were making it, and the consequences of keep on doing it

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  • Avatar

    Shiryll Go

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    As the action learning coach, i would do an intervention by asking the following:

    Team, I noticed that in the last # of minutes, you have been continuously questioning the nature of the real problem. What do you think is the impact if we continue to be in disagreement?

    I would ask the team to write down what they think is the nature of the real problem. Then i will ask them to share what they wrote and ask them if there is an agreement to the real problem or not.

    If the team is in agreement, i would proceed by asking who has the next question?

    If the team is not in agreement, i would ask them how they want to move forward?
    Before proceeding with who has the next question, i would ask the team what they learn in this situation that can be applied to their organization/ lives.

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  • Avatar

    Christina Wong Li Ping

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    As the action learning coach, I would have done the following:
    1) Intervene by letting the team know that I have noticed they have already had the consensus of the problem and what is happening.
    2) Ask the team to write down what is the problem statement and have them to read out their problem statement individually.
    3) Next, I will ask them if there is an agreement to the problem statement. If the team agrees, I would ask them to proceed by saying who has the next question. If the team is not in agreement, I would then ask how they would like to move forward.

    Thank you.
    Christina

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  • Avatar

    roy.sijabat

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    As the action learning coach, I will do the following :
    1. I will interfere the team and make sure the team still want a consensus or not, with following question : “Team, what happening to the team now ?” and after that some of the team member will trying to explain what they are doing.
    2. Next, I want to make sure that the team is still in an attempt to resolve the problem, with following question : “And team, what we are doing now, are the current condition really support the team to solve the problem ?”
    3a. If some of the team member said yes, and then I will allow the team to continue the consensus, with following statement : “so team, please continue”.
    3b. If some of the team member said no or not really, and I will ask the action will be taken by the team, with following question : “so team, what the team will do to support all of you solve the problem ?” and the team member will try to explain their own opinions. After that, I will tell the time left and remind them about their leadership compentecy, with following statement : “so team, we have X minutes left and please start question according to your leadership competency”, and the team will learn how to solve that kind situation and continue the discussion.

    Thank you.

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  • Avatar

    Ma. Angela Beltran

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    As an Action Learning Coach…
    I will do an intervention and ask the team, “Team, what is happening now?” and motion for them to answer one at a time.

    Then I will ask them (again, presuming that this step was already done earlier in the session) to each write down what they understand the problem to be. If the group agrees that they have an agreement to what the problem is based on what each of them wrote, and if they still continue to question the nature of the real problem, I will then ask the Problem Presenter, “What do you think is the REAL problem?”

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    Azri Amin Bin Basir Ahmad

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    I would ask the team what happen to the agreement in the earlier stage towards the problem statement. What would be the impact to change the problem statement at this stage towards building up a solution.
    Do the team need to revisit the problem statement again?

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  • Avatar

    ChauChyiTai

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    Just ask the team if they have consensus to the real problem. Have them write down the problem statement and each to take turn to read out, and then ask again if they have consensus to the real problem again.

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  • Avatar

    Anna Maria LIM

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    As the AL Coach, I will ask the team whether we have come to the consensus, I will use the scale 1 to 10 to check this. I then will ask the Problem Presenter (if any) whether we agree about the problem presented, then ask the member whether we all have the common understanding about the Problem (using yes or no question). If all say yes, then problem solved. If some say no, then I will ask that we have come to a conclusion and have a consensus on this. I will use this as a learning opportunity to intervine the situation.

    Regards,
    Anna

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  • Avatar

    DrBea

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    I’ll have to words this better the next time I use it. By “seems to be at consensus” I meant you as coach believe they are there, not that they had reached consensus.

    If it had been awhile since I’d done a check in – I would start with the 3 standard questions – 1) How are we doing as a team on a scale of 1 – 10? 2) What are we doing well? 3) What can we do better?

    I’d follow this with – Do we have consensus on the problem – yes or no?
    Everyone write down in your own words the real problem we can help ____ with today?
    And again, do we have consensus on the problem – yes, no or close enough?

    We always ask before and after if the team thinks they are at consensus. This is so the team gives their impression based solely on the conversation they are hearing, and then based on what everyone has written. It’s not uncommon for the team to be in violent agreement. Where before writing it down they say no and after they say yes.

    Happy Coaching
    Bea

    Reply

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