Scenario: The Boss

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

One of the managers questioned the members about their questions. One member got irritated by him and challenged him back.

 

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

Trackback from your site.

Comments (8)

  • Avatar

    Dax Cobarrubias

    |

    As an Action Learning Coach, I will call an intervention and ask the member who got irritated “how he is feeling”. I will then ask him. “where this is coming from?”. My next question will be “how do you want to feel at the end of the session?” and my final question to him will be “how would you like the team to support you so that you can feel this way at the end of the session?”. To close the intervention I will say to the team: “do we all agree to support A?”

    Reply

  • Avatar

    Tiffany Maurycy

    |

    I would lean in and call for a check in (intervention). I would see if the team surfaces the opportunity to address the behavior when i ask the question “What could we do better?”
    If they don’t bring it up i would say the “I observed someone questioning the team about their questions. What’s the impact on the team when someone asks a question like this? How do we want to handle this line of questioning in the future?

    Reply

  • Avatar

    yeungpatel

    |

    This can be a challenging sitatuion. The action learning coah had better get the team to help ease the situation so questions like “Team, it’s been noticed that we don’t the understand the rationale for the previous quesion. What should do? / How should we following up?”

    If some members still irritated, the coach should state the situation “Team, the team dynamic doesn’t seem to be harmonious, what can you do?”

    Reply

  • Avatar

    trongmai

    |

    As a coach, in this situation, I would intervene to help the team realize the rough context by asking “I realize we have some challenges here, can each of you tell me what has been going on so far?”. Then, I will let the team think about the impact, with “If this continues, what directions each of you can think will lead us to?”. Finally, I would ask “Team, what should we do to improve the situation?”

    Reply

  • Avatar

    RAIMI BIN SIRAJ

    |

    I would intervene with ,”Team, how are we doing as a team?”. When members have given their opinion, I will continue with the following scaffold question, “How could we help the team to resolve challenges?”. And will asked the team,”What is the impact of argument to teamwork?”. I intervene with such question to demonstrate the learning opportunity to team members to ensure that the heated moment to be cooled off before continue with further conversation. This learning can be applied by team members whenever they face with confrontational moment in their daily conversation with colleagues. I will then continue with, “Team, are we ready to move on?”. This is to get team consencious to move on with the session.

    Reply

  • Avatar

    Edo Lavika

    |

    I would intervene: “Team, on a scale 1 to 10 how are we doing as a team?” When I heard a low score, I would neutralized the situation and let the team learn by asking,” I observed we’re all have a very good intention to support each other and come up with a good solution. How do you think we can make our performance better as a team?”

    Reply

  • Avatar

    Aung Pye Tun

    |

    The given situation is a sensitive one and also something that has a high chance of happening in real-life Action Learning sessions, especially in a team with members from different departments or functions.
    In such situations, I think it is best not to focus directly at what happened. I would think that it is best to look at the context from a broader view. I would ask the team, “Team, on the scale of 1-10, how are we doing as a team?” This would bring their attention to the current situation. The follow up scaffolding question would be, “What can the team do to improve?”

    Reply

  • Avatar

    DrBea

    |

    This is a challenging one in that we need to stay focused on the behavior and not the individuals.

    I’d start with the standard 3 questions. How are we doing on a scale of 1 – 10? what are we doing well? what can we do better?

    If no one brought it up –
    How are respectful are we being of each other views?
    Why is it important that we be open to the questions and views brought up by our teammates?
    How can we insure we stay open to each others views?

    Happy Coaching
    Bea

    Reply

Leave a comment

You must be logged in to post a comment.