Scenario: Different Opinion
As an Action Learning Coach how would you handle the following situation:
You ask the team members how we are doing on a scale of 1 – 10. Most of the members say 7 or 8. One says 2.
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Edwin Sim
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I would look for an opportunity to ask the team if there is anything they observed from the rating scale. Got to do this carefully without letting the one who scored 2 feel any need to conform. More importantly, what impact does this have on the team.
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Julia Storberg-Walker
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Since the person saying ‘2’ has already put her/himself out there to the team, I would perhaps ask the team ‘do we have consensus’ and ‘how would the team like to figure out the differences?’ and ‘how would the team like to incorporate this feedback?’
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Tman
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I would continue with the remaining part of the intervention (What are we doing well? / What can we do even better?) then I would add “what is the impact on the team when we don’t have consensus?”.
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Ngozi Stanley-Obi
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I will ask them these 3 basic questions
1. What are we doing well?
2. What are we not doing well?
3. What can we do better?
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Christophe
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I’d stick with the script, with “What are we doing well?” followed by “What could we do better?”. Asking the next question individually “Do we have agreement on the problem? Yes?, No?, Unsure?” should uncover sufficient to enable the next step of testing the view.
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Ben Yung
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I will try to be non-judgmental and will not address on the difference. I will move forward asking standard questions including “what did the team do well?” and “how can the team do better?”
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Catherine Chiu
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I would also continue with What are we doing well? + What could we do better? and then Ask, On review now, how is the team doing? to see if clarity from the responses to these 2 questions has altered perspectives of the individual team members.
If there is the same response clustering, How would the team like to develop consensus? The context will really dictate this need as there may be other team issues involved here.
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Catherine Chiu
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Following this response, I would continue with “What are we doing well as a team?” and after responses, “What is not going so well?”. After responses to this, I would then ask” On review now, how is the team doing?” and redo the ratings. Consensus may now be achieved as recognition of processes working has taken place. If consensus has not been achieved, I would enquire ” How does the team wish to manage your lack of consensus?”
Context is important as well, as there may be other team issues at play here.
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Megha Awasthy
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After a team member rates the group performance as 2, I would proceed with asking the question “What are we doing well as a group?” and then “what could we be doing better?” I would prompt as many answers as possible by asking “what else”. and then proceed with the script.
In my opinion, getting the various views of “what could we be doing better” will impact the group and they would consciously and subconsciously try to fill those gaps. Also, and this is situational, if the person who gave a low rating or other team members have some issues that he/they were not feeling free to express earlier, would do so now that he (and the group) have pointed out the areas of improvement. It could actually improve the quality of discussion by addressing the “elephant in the room”, so to speak.
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Narendra
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My question to the group would be how are doing as a group? How could we do differently? May be elicit some more response by asking what else?
In my view we need not have conformity mindset and instead respect each members view.
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wendyllwong
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I would follow up to go around asking each team member what were we doing well and where could we do better as such that could allow each team member to elaborate the rationale behind and not putting the member who gave a rating of 2 under spotlight. After that, the team should have a more clear idea on the learning point.
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wial_talk
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It’s important that we don’t judge participants for the number they choose and keep our questions in the future, positive.
So I would simply follow with the other 2 standard questions –
What are we doing well?
What can we do better?
Happy Coaching
Bea
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zhangxi
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I can say: I notice that: you are present many diffrent opinions and then I would continue with the remaining part of the intervention and ask to the team member : What are we doing well? What can we do even better?
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