Scenario: Wrap It Up

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

You schedule 90 minutes for an Action Learning session. 60 minutes in the team has a clear solution.

 

Tags: Action Learning Coach

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Comments (9)

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    John.Tattersall

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    As the coach for the group I would probably check with them that they are all definitely in agreement that a clear solution has been found, (specifically from the problem presenter’s point of view). I may ask the group to consider that each one of them write down one action point that the problem presenter, (including them as well) can take away with them to potentially implement as possible solutions. However, if they all agree that it is a wrap up and they don’t particularly wish to carry on then I would thank everyone and close down the session.

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    Colin Yeow

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    I will use this opportunity to intervene to remind everyone that we have about 30 minutes remaining, and to remind them that I will be asking them to share how they have been demonstrating their leadership competencies. I will also remind the problem presenter to share what actions he/she will be taking after this session.I will then ask a scale question: from 1-10 how close are we to a solution. Following which, I will ask how we might bring the ratings closer to a 10. In the case where everyone has given a 10, I will ask the problem presenter to share his/her actions and proceed to spend the rest of the time focused on reflections and questions to enhance individual/group learning.

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    Kelly

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    I would check in with the group and ask “it seems as though you have landed on a solution,” I would do a fist to five agreement activity to gain agreement and check in. If agreed upon, I would look for the problem performer actions and next steps then move into the development checkin and take the time to finish with some time to breath into their personal learnings as a nice wrap up.

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    info@reijbroek.nl

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    Probably an effective team ! That’s great. I would compliment the teammembers on their workresult. And, I would challenge them on their learning results ! An ‘extra 30 minutes’ ?! If the group or a person wants to stop because ‘we solved the problem’, I would adress that behaviour in the context of the Action Learning process. See what happens then….

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    Meredith Persily Lamel

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    Assuming that we have also checked in and feel confident that this is the solution that everyone wants to pursue, I would ask some questions to ensure that they have applied some of the key values of action learning: How well did we apply systems thinking, diverse perspectives, asking provocative questions, etc? Then if they still stick with their solution, I would use the remaining time for feedback on the leadership competencies and go deeper than time usually allows. If this was part of multiple session, the feedback could move beyond just this final session and also include some of the previous sessions. At the end of the day, 30 minutes for team and individual feedback is not very much. I am confident we could use the time productively. That said, there is nothing wrong with ending before a scheduled meeting time if the team feels complete!

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    Elizabeth Tsai

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    I am assuming that the final reflection has not been done yet when the 60 mins. is up, so this is great news to me as an AL coach, because there are more time to do the reflection and learning! I am also picturing this is more of a single problem that the solution is related to everyone.

    Anyway, I would double check on how clear the solution by simply asking “Is the solution clear to you, yes or no?” and ask follow up questions depending on the answers. Then, I would inform them that there are 30 mins. left, and how would they want to effectively utilize this time? We need at least 15 mins for the final reflection, so we can work more on the solution and related personal actions, then final reflection. Or we can move into final reflection and have more learning discussion time. I leave the choices to the team.

    If they want to work more on the solution and personal actions, then I would ask:
    “What is the quality of our solution on a scale 1-10?; “what are good?” and “what can we add or modify the content of the solution so that it is even better?”

    Then, “what are your 1-2 personal actions that’s connected or contributed to the team solution?”, and see if each person would like to write them down first before sharing at least 1 action with the team.

    By this time, 10-15 mins have passed, then I move into final reflection.

    If they choose to go into reflection, then I would spend more time on personal, team and organizational learning by asking more follow up questions.

    The team may even want to end the session earlier, then as long as we go through the 3 loops of final reflection, It’s fine to wrap it up earlier. It is up to them.

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    DrBea

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    Great responses –

    I like the question – What’s the best use of our time – getting more clarity on the solution? Moving into reflection? something else before we do our final reflection?

    I would follow the teams lead from there. The opportunity for deeper refection is always great. And as others have said there is nothing wrong with finishing early.

    Happy Coaching
    Bea

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    terychua

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    If the team decides that they already have a clear solution, I will invite each member to rate how satisfied each one is with the solution from a scale of 1-10 (this is for the team to have a pulse check to see if everyone agrees they have a clear solution). Regardless on what the ratings maybe, I will indicate to the team they still have 30 minutes and to remind them to practice their competencies. Then I will ask the team what do they decide to do with the remaining time. If they choose to end the session, I will go with their decision and get the problem presenter to share his action plans and each member to talk about how they demonstrated their competency.

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    Jim Carter

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    If it is clear that there is a consensus both on the problem and that the Problem Presenter is happy with the solution then this part of the AL set has successfully concluded.

    The second part of the coaches role of course is the discussion around development of leadership competencies. This may give an opportunityt to dig a little deeper when discussing these leadership competencies with the indivdual set members. Also this may give the coach the ability to really widen out the debate around organisation learning.

    If every one has the 30 minutes then use it wisely on the learning.

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