Scenario: Non-leaders

As an Action Learning Coach how would you handle the following situation:

Some members don’t see the need to practice a leadership skill since they are not leaders.

 

Tags: Action Learning Coach, WIAL Action Learning, WIAL Talk

Trackback from your site.

Comments (13)

  • Avatar

    Dax Cobarrubias

    |

    As an action learning coach, I will explain to the participant the uniqueness of action learning (AL) as a problem solving tool. Not only does AL create concrete action steps to address the problem presented (action), but team members learn strategies that they can bring back to the workplace (learning). One of these is the practice of a leadership skill or competency that they would like to work on. An AL session is a safe place to practice this by allowing it to show up in the way questions are being asked or answers being given, and even through the behavior displayed by the member. If the competency is not being practiced, as a coach, I will point it out and I will ask the team how he can be supported in order for the leadership skill to manifest in the duration of the session. I will also point out that the AL session gives immediate feedback to the member, and by practicing the competency here, he now has the experience to practice it back to the workplace.

    Reply

  • Avatar

    Stan Oawster

    |

    I’d ask them directly to share their understanding of who/what a leader is (in this company). Then I’d ask the group the same question about leadership. Why is it important that everyone practice leadership skills? How does it help the individual? the group?

    Reply

  • Avatar

    Kathleen

    |

    I would ask, “what behaviors do you believe are leadership behaviors?” Once group had identified some, I would ask, “and which of these do you do now and which might be ones you could develop?”
    I would also be sure to discuss leadership skills and competencies as part of any preliminary meetings with future groups.

    Reply

  • Avatar

    Tiffany Maurycy

    |

    I would ask the team if there is a leadership competency they would be willing to practice in service to the most important relationship in their life? I would emphasize when we are focused on opportunities for learning during our sessions that our brain is still working on solving the problem. We are leveraging neuroscience to perform as an individual and team at the highest level. I would end by saying there is no learning without action and no action without learning. Practicing a skill and reflecting on the performance of that skill will serve us individually and as a team as we reflect on our actions to solve the problem and produce true breakthrough solutions. Practice is an integral part of the process.

    Reply

  • Avatar

    wthimmes

    |

    I would ask them for their own definiitons of leader, then reflect that definition to other members of the team and ask them does this meet their own experience or observations of what characteristics define a leader? I would then turn to these members and ask if they’ve experienced situations in their personal or professional lives where they had practiced any of these characteristics? The goal for me would be to get the team involved in an open and broader reflection on leadership behaviors, so those team members questioning the relevance of that role could see the relevance in developing those skills.

    Reply

  • Avatar

    elbertor

    |

    I would ask them how they define being a leader, and afterwards how they define leadership. If the opportunity presents itself, I would also ask them to review the competencies and ask if only leaders would benefit from developing these competencies. Ultimately, I am hoping this line of questioning would lead them to realize that leadership goes beyond job description or function, that just because they are not leaders now does not mean they will not be called to step up to a leadership role in the future. I will try to ask questions that will help them articulate that there is benefit to developing leadership competencies, on an individual level, team level, and organizational level.

    Reply

  • Avatar

    yeungpatel

    |

    That person should be asked “How much do you understand that Leadership Competencies?”. If that person can’t answer it, some other basic questions should be asked :
    1. What skills should a leader have?
    2. Why should a leader possess different competencies?
    3. How can the Leadership Competencies help with Action Learning?
    At the same time, the coach should also guide that person to understand why such competencies are important even though he or she is not leading any teams. Questions like these can also be asked:
    1. What aspirations do you have for your job?
    2. How can you improve the co-operation with your colleagues?

    Reply

  • Avatar

    trongmai

    |

    It appeared in my thoughts at my very first Action Learning sessions. I then changed the phrase Leadership Competencies into Necessary Skills You Ever Need to avoid the bold impact of the word ”leadership”.
    Now, if that situation happens, I would simply ask the team “What if you can pick the easiest skill this time for yourself to experience, and for your team to learn from you, what will it be?”. However, the best solution is a clear explanation about the importance of leadership skills before starting the session.

    Reply

  • Avatar

    RAIMI BIN SIRAJ

    |

    I will take this opportunity to instill the importance of team work. Despite not being a leader does not mean that the member cannot contribute in problem identification or provide with ideas to resolve the challenges. I see this as a leaning opportunity to all members of the team to be a team player. Encourage those members who do not see in themselves as a leader to select the Leadership Competency which they might feel that they can demonstrate and allow Action Learning Session to help them to uncover their hidden potential.

    Reply

  • Avatar

    Edo Lavika

    |

    I would use this as a learning opportunity and ask, “Team, what do you think about our friend’ statement?” After they answer, I would ask, “Are we on agreement on seeing the opportunity to use this session to improve our leadership skill ?”

    Reply

  • Avatar

    Vivien Reyes

    |

    If this was presented prior to doing an action learning, I would ask “What do they understand by leadership competency? How could the display of such behavior or competency be useful for their development at this stage, leader or non-leader alike? Do they agree that leader or non-leader, of the usefulness of the leadership competency?

    If it happened during the AL session already, I would then ask, “What have we agreed earlier about the importance of practicing the leadership competency? What is the impact if we do not practice it? What do we need to do to be able to practice it during the session?”

    And learning from this, I would make sure that prior to running any AL, that I impress and ask the team what and how important is the leadership competency to the session in order to avoid any questions or hesitation from doing it during the AL session.

    Reply

  • Avatar

    DrBea

    |

    Wow – Great responses.. This one would depend on the exact situation. My inclination would be to change the word leadership –
    Either what communication skill or What team skill? Depending on the exact situation. Both are a huge part of leadership

    Reply

  • Avatar

    Chen-Yu Wang

    |

    As an Action Learning Coach, I would ask the team:
    When or where will we use the leadership skill?
    Only in the official management position?
    In the work or life, under what situation will we play as a leader role?

    Reply

Leave a comment

You must be logged in to post a comment.