Scenario: Curious Questions Written by DrBea on October 5, 2015. Posted in Action Learning, WIAL Action Learning, WIAL Talk As an action learning coach, how would you handle the following situation: The participants are asking extraordinarily curious questions. Tags: Action Learning Coach, WIAL Action Learning Trackback from your site. Comments (14) Johnamos October 7, 2015 at 4:02 am | # For me i will leave it as it is because it may be curious to me, but maybe helpful to the problem presenter. Reply marinamazi October 7, 2015 at 7:07 pm | # I would try out of judgment but at the same time, as a coach, I use my feelings. So, if I had the impression of being curious questions, I would ask the group: – How is the quality of the questions we are formulating? – How the questions are related to the probema we’re working? Reply PeterSeah October 12, 2015 at 10:43 am | # At certain point of time, I would intervene to check how the group see the value of these curious questions to helping the problem presenter in the scale of 1 (not helpful) to 5 (helpful). Reply Yuri October 13, 2015 at 8:47 pm | # I will ask the group: 1. What is happening? 2. On a scale of 1 to 10, how would you rate this situation is doing well to solving the problem? 3. What will happen to the team if we continue? Reply Yang Liu October 22, 2015 at 12:53 am | # I will leave suitable time and space for this kind this kind of questions.Then i will ask the team from 1-10 score,10 is the highest,what do you value the questing quality just now? Which question do you think leave a a deep impression ? I will let the team to assess the qustions Reply Paritosh Pathak October 22, 2015 at 1:20 am | # This is certainly an interesting one and I feel that more information is needed to answer this question. I would let the group go on and keep a check that the questioning, while curious is not taking the group too far away from the topic. If that happens I would intervene and ask the group, how are we doing, what are doing well and what can we do better. Reply corr October 30, 2015 at 4:49 pm | # I would pose questions to the group to help them reflect on whether their “curious questions” are actually great questions Such as – What is the quality of our questons so far? What were the great questions? What made them great questions? How are we building on each other’s ideas? Reply Genalee November 9, 2015 at 12:30 am | # I would intervene and ask the team on the quality of the questions asked in solving the problem. Are the questions being asked pertinent to their problem? If they do think that the curious questions asked might help them uncover the root of the problem, I would let the discussion continue to flow. After which I would do a check after 10 minutes if the discussion is going nowhere. Reply Preston Yu November 11, 2015 at 3:25 am | # I will let the team to continue with the curious questions as they may lead them to another path. From time to time, I will intervene to check how far they are from the problem solving. Reply DrBea November 25, 2015 at 2:41 pm | # Interesting responses. As I see curious questions as those questions we don’t already now the answer to – and thus are super great question. I would take note of these great questions and after the standard three questions if the great quality of the questions wasn’t brought up I’d ask – What’s the quality of our questions? What are some really great questions that we’ve asked? What has made them great questions? How can we continue to ask or even ask greater questions? Happy Coaching Bea Reply Jean_1959 December 7, 2015 at 11:38 am | # To me one of the main benefits of Action Learning is asking curious questions. However, if they get way off track I would try to read the interaction of the group and intervene and ask: What is the problem we are trying to solve? How are the questions we are asking helping to identify/solve the problem? “We have XX time left, at that time I will ask the problem presenter what action he/she is going to take as a result of this session?” I certainly would not discourage curious questions – after all, it is Action Learning. Reply Dr. Eduardo S. Rodela December 21, 2015 at 1:36 pm | # As the AL coach, I would ask the group what the problem is that we are attempting to solve, and walk them through a series of questions starting with: What is the quality of the questions given the problem, as the group understands it? I would follow up with “What are we doing well?” I would continue with “What could we do better?” The overall purpose is to get them back on track. Reply muhammad.ridwan March 5, 2016 at 10:39 pm | # There was a chance “How are we doing curious question?” if the team feel helped with it asks “Why is it important that we have curious question?” if team don’t need the curios question in the situation, we could direct the team to use their Leadership Competency “Why is it important that we have leadership competency question?” than to make sure that will happen with questioning “How do we want to make it happen within this team?” Reply Shobhna Popatlal March 25, 2017 at 8:04 pm | # If the dynamic of the session is going on good, I will leave it and save the learning for the end. If I am not sure how the team feel about the curious questions I will then intervene with “Team, how are we doing on the scale of 1 to 10?” The scale will give me an idea of the general feel. Then I will ask “What are some good questions we have heard so far?” How can we ensure that these type of questions are asked more often?” Reply Leave a comment You must be logged in to post a comment.