Scenario: Taking Notes Written by DrBea on October 31, 2016. Posted in Action Learning, WIAL Action Learning, WIAL Talk As an Action Learning Coach how would you handle the following situation: During the session you realize no one is taking notes. Tags: Action Learning Coach, WIAL Action Learning, WIAL Talk Trackback from your site. Comments (19) Joi November 1, 2016 at 4:24 am | # Remind the group that you will be asking the problem presenter on what actions he/she would take and it would be good that he should note them down. Reply Linette November 9, 2016 at 1:05 am | # I would ask the group – “I notice that no one is taking notes. What would be the impact to future follow-up sessions for action taking if no one is taking notes?” I could also ask the problem presenter if he is alright with no one taking notes since the Action Learning Coach is there to help the group learn and not to dictate whether notes be taken at all. Reply bkknox November 7, 2016 at 8:34 am | # As the AL coach I would say, I noticed that no one is taking notes. How might the group like to keep track of the ideas being discussed? Reply Hans van Buijten November 8, 2016 at 4:43 am | # I would remind the group that learning is one of the main goals of Action Learning. I would ask the group who wants to take notes so that new insights and perspectives are recorded. Suggest that the observers could do this, especially the singular and new learnings. Reply AlexWalker November 7, 2016 at 12:52 pm | # I would wait to see how having no notes impacts the group – see what they say and ask about it. If they need notes, someone in the group will ask about them and the group can determine if they want a note take/set of notes. I’ve not had to intervene with a question, the group has felt the need and addressed it. Reply Hans van Buijten November 8, 2016 at 4:42 am | # I would remind the group that learning is one of the main goals of Action Learning. I would ask the group who wants to take notes so that new insights and perspectives are recorded. Suggest that the observers could do this, especially the singular and new learnings. Reply DrBea November 11, 2016 at 8:40 pm | # Remember as Action Learning Coaches we only ask questions. We want to raise the situation to awareness, ask about the impact, and ask how the team wants to handle it. After first giving the team a chance to self identify the behavior. It is by adding the impact and know what questions that we see significant change in teams. After asking the 3 standard questions – How are we doing as a team on a scale of 1 to 10? What are we doing well? What can we do better? If the lack of note taking wasn’t mentioned, I’d follow with – I’m hearing some great ideas here – How are we doing capturing them? Why is it important that we capture the ideas the team is generating? How do we want to capture these ideas? Happy Coaching Bea Reply Tiffany Maurycy January 17, 2017 at 7:47 am | # Bea – said with ease in a positive tone, open to possibilities lead by the team. Reply wthimmes January 25, 2017 at 1:40 am | # I would state, “I notice that no one is taking notes of the meeting. Why is it important to docuemnt your discusion, reflection, and decisions as a team? How does the team want to proceed?” Reply Guntoro February 6, 2017 at 3:07 pm | # I will remind Team about our goal, to solve a problem, by asking question, “Team, do you think that our discussion is going to right direction which is to find a solution?” If Team say yes, then I will ask, “How do we measure wether one question has already been discussed satisfactorily?” Reply Owen Yeung May 22, 2017 at 12:23 pm | # This is an interesting one. If there are a number of issues being discussed, this would usually lead to a lack of focus. Team members will be dragging from here and there and tend to lose directions easily. Last time when I encountered this, I asked the team during an intervention what are some of the key issues we just identified? Then some members found that they get lost. And then I asked the team what will be a more effective way of capturing the key issues so as to ensure we won’t miss anything. Reply Sophie Bryan June 11, 2017 at 2:44 pm | # I would first off remind the team the purpose of the session- to help XX with their problem. I’d then ask them, “what do you think is important in terms of helping XX come up with some actions?” If they don’t respond with note taking, I’d ask a further questions- “do you think it’s important that ideas and notes and captured?”- hopefully they’d say yes, and i would then ask the group how they would like to proceed. If they respond no, I’d probe deeper, asking “why might it be important to take notes?”or “how could XX be helped by capturing the discussion?” Reply Denise Locke July 14, 2017 at 1:24 pm | # If I observed that the lack of note taking was during a point in the problem solving where lots of ideas were coming up I would intervene and say to the group that I am observing lots of ideas are being put forward and ask if they want to capture them in some way? If they said yes I would ask them how they wanted to capture them. I have prepared the rooms in the sessions I have done so far with a flip chart and markers, pens & papers so materials are available. If the group are not ready to start capturing ideas then In would leave them on this point and take them back to the next question. I would consider intervening again if lots of solutions started coming out again that seem like they may be valuable to the group and ask again if they want to start capturing them. I think it’s up to the coach to identify that they may want to start note taking but it’s up to the group to decide if they actually want to do that. Reply Justin Li October 10, 2017 at 4:47 pm | # i shall evaluate the impact to the energy of team first, and if i feel the impact will be negative, i would like to interven, “team, i observe that on one is taking notes, what’s the impact to the team if we continue?”, if they aware that take notes is necessary, ask them how would we improve it? Reply Eric Yang October 25, 2017 at 10:57 am | # Since taking notes in paper is not a must ,it’s free to take or not. if coach realized that the team looked like not so structured ,may ask: What can we do to support our ideas into action plan? Reply Cynthia Kitagawa November 19, 2017 at 7:42 am | # I would do an intervention and ask the team “How clear is our collective understanding of the situation?” Assuming they recognize that they lack clarity and common focus, I would ask, “How might we capture our ideas to move toward common understanding?” Reply Chongli Tian March 9, 2018 at 4:24 pm | # 我会先进行观察以确定不记笔记是否对团队讨论造成不良的影响，比如重要信息的遗漏，过往共识的忽略，需要反复澄清等低效行为表现。如果出现了，我会进行干预，向团队提问说，大家对研讨的效率和进展是否满意并请每个人打分。从而让团队自己发现问题，并提出改进行动。改进行动中，可能会包括要记笔记。 Reply Nanda Oomen April 19, 2018 at 2:13 am | # The trick is to bring the learning needs of the team to the consciousness of the group as a coach. You always do this by asking a question. The question that can be asked here is: How do you think it goes with the recording of agreements? But you can also say, for example: I see that nobody makes notes. Do you see that too? What matters is that you, as a coach, turn your observations into a theme and turn it into a question that activates awareness in the group. Awareness that is about: “How do we do it as a group now? Do we want to keep it that way or adapt? In your question formulation you choose words and a style that fits the group at that moment. What is important in this case is that it is not very clear whether or not the group chooses to take notes. The point is that in their learning process they jointly make conscious choices for setting up their cooperation and start experimenting with what works and what does not. The ALC’s questions should stimulate this. The answer to the question of what has to be done in the case is up to the group. Not to the coach. Reply Delia Peixoto September 7, 2018 at 9:20 pm | # The process of action learning has only 2 ground rules and any other must be decided from the group. If the group did not agreed previously that they would take notes of what is being discussed, probably i would not make any intervention. But, if i have the “feeling” that it is a lack of dispersion at the team, and not taking notes is like the symptom, i could ask: “From 1 to 10, how we are behaving as a team? What we are doing great? what we can do better?” If the team does not mention the “taking note”, i would continue the process and keep making intervention related to the process and targeting learning opportunities. Reply Leave a comment You must be logged in to post a comment.