As an action learning coach, how would you handle the following situation:
You’ve been working with several teams in the same organization for months. As you are walking to one of your sessions you hear an employee say – Hey we could really use a pizza man for this discussion.
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As an action learning coach, how would you handle the following situation:
At the start of the session a participant gets up and closes a door.
As an action learning coach, how would you handle the following situation:
The teams members are locked to the table. They are adhering to the two grounds rules but not making use of any other resources.
As an action learning coach, how would you handle the following situation:
At the start of a check in you promise the team member that had just started to ask a question that you will return to them for the first question when you are done.
As an action learning coach, how would you handle the following situation:
A participant explains what they believe the problem is rather than just reading what they have written.
As an action learning coach, how would you handle the following situation:
The team has come to the realization that the problem presented has many aspects to it and they only have a limited amount of time to work on it.
As an action learning coach, how would you handle the following situation:
A participant asks everyone a question. Gets an answer from everyone and one of the participants ask the person who initially asked the question – “what are your thoughts?”
As an action learning coach, how would you handle the following situation:
A team member leaves the room angrily.
As an action learning coach, how would you handle the following situation:
The team decides they need something from another building, they all get into one car and continuing the session as they go to the other building for the information.
As an action learning coach, how would you handle the following situation:
You schedule 90 minutes for an Action Learning session. By 60 minutes the team has a clear solution.
As an action learning coach, how would you handle the following situation:
When checking in with the team at the beginning of the session about their learnings between sessions, one of the participants says that he has taken to writing a skill up on his white board in his office every day and it’s been amazing for helping him make changes in how he leads.
As an action learning coach, how would you handle the following situation:
During a Single Problem Action Learning that will last for multiple sessions, the coach reminds all team members a few times that they have to think about the actions they will commit to at the end of the session, in preparation for the follow up session. When the coach asks for the actions at the end of the session, several people have listed the same or nearly identical action.
As an action learning coach, how would you handle the following situation:
The seats have shifted such that the problem presenter is on one side of the table and the other team members are on the other side.
As an action learning coach, how would you handle the following situation:
The team says they are at consensus on the real problem but you disagree.
As an action learning coach, how would you handle the following situation:
Hearing the initial statement of the problem you are clear what the real problem is. The team heads down a different path with it.