Scenario: Shifting Solution

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

The team has reach consensus on the problem and the goal but is having trouble transitioning to the solution phase.

Tags: Action Learning Coach, WIAL Action Learning

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Comments (9)

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    Aaron Nunez

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

    1. I will acknowledge the team for reaching a consensus on the problem and the goal. I like using the 3 standard questions to bring themselves to the present: How is the team doing so far? What do you think is working? What can we do differently?

    2. Usually teams work faster when they are pressured with time, so I will play this card by asking the question: “We have this xx much time left, what do you want to accomplish now and at the end of the session?”

    3. I will then ask: “What would move the team from reaching that objective?”

    My hope is that they’ll pick up some insights to ask questions and start building up from their coming from the “solution” mindset and no longer from the “identifying the problem” mindset.

    Thanks,
    Aaron Nunez

    Reply

  • Avatar

    miesdekoning

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    As a coach in an action learning session I would:
    -Ask the group: how we are doing with moving to the solution phase?

    If the group validates my observation and is experienced I would ask what they think is the reason for this trouble with transitioning, also considering the time frame; and what is the impact of this on the learning?; and how we can do better as a group?

    In a less experienced group I would recognize their accomplishment in finding consensus, remind them of the time frame, and ask: Can we help our problem presenter define actions that he/she can take today to start solving the problem/ reaching the goal?

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    Patricia De Leon - Henry

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    “The team has consensus on the problem and the goal. What strategies can we develop to treat with the problem and to help us reach our goal?”

    “Have the impact of the strategies been carefully considered?”

    “Have we identified any obstacles to the strategies proposed?”

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    PeterKao

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    I will ask everyone to rate team progress so that team will realize they are not moving to solution stage as fast as they can. Then I will remind team that by end of the session they are supposed to come up with a solution.

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    andrewleetk

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    First, I would acknowledged the team for their effort in reaching the consensus and the goal.

    Next, I would ask “We have been working for the last XX minutes. What do you think is preventing us from getting to the solution phase?”. This is to help the team notice they are stuck, or not moving forward in the discussion.

    Thirdly, I would highlight that as a team we need to help the problem presenter to arrive at some action plans. I would ask the team “Given the remaining time in this session, how can we help the problem presenter with some suggestions or possible solutions, so that he/she can decide on the action plans and start working towards solving the problem.

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  • Avatar

    Tomek Janiak

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    1. 3 standard questions
    2. How are we doing coming up with the solutions?
    3. What do we need to generate solutions? Or what do we know about ways to generate solution ideas?
    4. How do we want to proceed?

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  • Avatar

    Lisa James

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    My aim as Coach would be to first take stock of where we are in the process, determine where we need to be and identify how to get there.

    I would start with the standard 3 questions:
    1. How are we doing as a team? What are we doing well? What can we do better?…following their responses,
    2. I would then shift the focus by recognizing the team’s work in arriving at consensus with the problem and the goal. I will then continue along the line of where they are in the process, by asking:
    3. So, having identified the problem & the goal, what is the next step in the process?…with or without prompting, this should elicit the response: proposing strategies, from which I will ask:
    4. So, how can we get there? OR …if they have already started coming up with strategies, I might ask:
    5. How are we doing with coming up with strategies/solutions? OR How could we improve the quality of our strategies?

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    DrBea

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    This one it would depend on the exact situation. It might be as simple as a time check. In xx minutes I’ll be asking what actions you are going to take?

    If enough time was left I would start with the standard 3 questions and hope they self identify they are struggling towards solution. If they didn’t –
    How are we doing identifying a solution?
    Why is it important we reach solution?
    What can we do to move to solution?

    Happy Coaching
    Bea

    Reply

  • Avatar

    Cheryl Chua

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    I will intervene to ask the following questions:
    Team, how are we doing as a team with coming up with solutions to the problem? On a scale of 1-10, 1 been low, 10 been high.
    What can we do to shift from XXX to level of 10 ?
    I will also set the reminder before I ask them for the next questions.
    Let me remind everyone of your leadership competencies. Remember to practice them.
    And to the presenter, I will remind her that she will have to share the actions she will be taking as a results of the session

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