Scenario: Missed Behavior

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

At the end of the session, a participant hasn’t practiced their leadership skill.

Tags: Action Learning Coach, WIAL Action Learning

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Comments (15)

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    Marina Mazi

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    First of all I would give feedback to him/her based on my observations and notes during the session.
    In addition, I would ask him/her what stopped him from practicing the competence? Then, what was his/her learning? Finally, how could he/she does differently next time?

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    Shanthi

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    At the end of the session I would ask each member how well they had practised their leadership skill? I would also highlight some of the questions posed by each one of them which highlights the skill they had chosen. The particular team member who had not practised his/her skill would surely not have any indicative questions on record. This would surface during the discussion. Hence I would ask the team how they could better as a team in practising their leadership skills during the session.

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    fidesabad

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    I would also give feedback to the participant based on the notes I made about the questions he/she asked and the behavior he/she exhibited during the session.
    I would then ask the following questions to help clarify matters: “what is your definition or how do you understand this competence?” “did you have any idea of how you would practice this competence when you chose It?” “do you think you were able to practice the competence you chose”?
    The answers of the participant would help me understand where he/she is coming from and together we would come to a common understanding of the practice of the competence.
    On hindsight, it would be helpful if at the beginning of the session, participants would clarify their understanding of the competence and why they chose it.

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    Bel Villavicencio

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    As a WIAL Action Learning Coach, it is my responsibility to find something/anything so as to give feedback on the leadership skill of the participant. “Die-die-must find” is a mantra for this responsibility. If there was really no evident manifestation of the declared leadership competency, I would acknowledge the COMMITMENT of the participant to stay up to the end of the session. Sitting through a full session entails patience, listening, quiet support etc. and that I would recognise as his contribution to the team.

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    Jean

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    As a Coach, I don’t know that I’d wait until the end of a session. I might do an intervention at an appropriate time during the session and ask – “how are we all doing practicing our stated leadership skills?” Also, during the feedback, the other participants should also provide feedback when we ask/say “how did we do with our leadership skills?” and “provide a time when XX demonstrated said skill?”

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    Elaine Henry-McQueen

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    If, after following the set of questions at the end of a session, neither the individual, the group nor I could find an example of when that individual exhibited the chosen leadership skill and it is agreed that the skill was not practised, I would first ask the group to consider why that skill had not been demonstrated. This would clarify whether the context created the opportunity. Then, I would ask the group to identify when any of the other leadership skills had been demonstrated by that individual. I would specifically ask “when” not “if”, to prompt that at least one skill is identified with an example. The intention is that it would lead to the feelings of positivity and success contemplated in the design of the concluding activities in an Action Learning Session.

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    dr balan dass

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    As an AL coach, I would have reminded them about sharing of their leadership competency, and would question the team member on why s/he did not practice the competency .At this point I would emphasize the learning point of what happens if sharing does not take place and the importance of self concept, and self learning.. By now, I would get the team to provide feedback on the team member and than I would provide some positive feedback which I may have observed earlier

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    benjieleogardo

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    I remember from my own CALC how important it is to give feedback to each member of the team. Assuming the participant did not display the leadership skill, I would focus on the intent of the individual to display the skill, maybe highlighting subjective messages (eg taking notes, eye contact, voice quality, body language, etc.).

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    Somnuk

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    As AL coach, I will remind the participants that they should demonstrate/practice their leadership skills that they selected at the beginning. I will ask each participant to give the feedback on how he practice the leadership skills and If there is anyone hasn’t practised it, I will also ask him to share his learning points of what happened and what prevented him from practising it. I will ask him how would he do better in the next session to ensure that he has a chance to practice the leadership skills.

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    azri amin b.basir ahmad

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    In the very beginning of the session, I have reminded each and every team member that they would be asked to share on how everyone demonstrated their leadership skills. I would ask the team on the impact to the team learning if one of the team member is not adhering to the AL process.

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    Christina Wong

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    In the midst of the session, I would remind the team to practice their leadership skills. In the event that the participant did not practice, I would ask him/her if he/she would like to share the reason why he/she is not practicing. To encourage positive learning, I usually will do my best to observe and write something of the leadership skills behaviors he/she has demonstrated during the session, whenever possible. I would also encourage the participant to make an effort to practice the leadership skills.

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    Wendy Reus

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    I would hope to have been able to observe their leadership skill in practise and if not there would be some skills being shown – patience, listening, support. I would ask “what had they hoped we would see as evidence of that leadership skill and what had prevented them from showing it.” If it was possible I would ask if they wanted to change their chosen leadership skill for the next session and ask again how will the group recognise this skill is being practised.

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    DrBea

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    Remember Action Learning coaching stays future positive.

    In terms of the leadership skills – we are looking for when they demonstrated it, and we are asking others when they saw it demonstrated.

    As others have said – I would remind midway that I’ll be asking when they demonstrated their skill at the end of the session.

    It’s very rare that someone from the team doesn’t have an example. And even rarer that I don’t have a backup example (I only share my example if someone from the team didn’t share an example).

    When it does happen – I ask the person – In future session how could we help you practice your skill?

    This questions focuses on the future positive – bring great opportunity to the next session.

    Happy Coaching
    Bea

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    roy.sijabat

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    As the action learning coach, I will do the following :
    1. First, I will ask how he / she demonstrate her / his own leadership competency, with following question : “Are you have demonstrade your leadership competency that you already choose ?”,
    2a. And if he / she said yes and then I will ask the action, with following question : “How you demostrate your leadership competency ?”, and he / she will try to explain.
    2b. And If he / she said no, I will continue the next step that is ask another team members to give their own feedback, with following question : ”And any feedback for another team members ?”, and then the another team members will give or not.
    3. After that, I will give my feedback according to my observation on that man / woman, with following statement : “What you ask (if he / she ask) or what you did not really demonstrate your leadership competency”, and after that I continue with another statement : “If you still have an oppurtunity to demonstrate your leadersehip competency, what question will you ask ?”, and he / she will try to make one or some question to demonstrate her / his leaderhip competency, and next I will give my las feedback, with following statement : “I think it’s a good question, so in the future, please try to make some question to demonstrate your leadership competency, thank you Mr. X or Mrs. Y”
    5. After that I continue to give feedback to the rest of team members.

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    Shobhna Popatlal

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    At the end of the session, if the participant did not practice his leadership skill and even the team could not think of any questions or any forms of communication that demonstrated the leadership, I would use my observation and share my view. Somewhere around halfway of the AL session I would have had reminded them about demonstrating their chosen leadership competencies. However, if for some reason even this was not available, I would ask the team what do they think would be good sample questions for this type of leadership competencies? This will be a good learning point for future sessions. After a few examples, I would move forward.

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