Scenario: Building Questions
As an action learning coach, how would you handle the following situation:
The participants have asked some really powerful questions and are clearly building on each other’s questions.
Tags: Action Learning Coach, WIAL Action Learning
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donna
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Celebrate on the inside–but not call it out until a break or review time. Then ask the group to rate how they’re doing. Probe a little if no one notices what great questions are being asked. (though I believe that will be unnecessary–the group will feel the power in the questions!) I think very little needs doing here–just an opportunity for the group to recognize and reflect a little bit. These behaviors are self-reinforcing!
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Carol Kam
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While we ovserve a great learning opportunity, we also need to balance and not to interrupt the powerful discussion going on the table.
I will wait for an appropriate time to intervene and bring the learning to next level by asking triple~loop questions
– what did the team doing best just now?
– what are the positive impacts?
– how can we continue appling these components for the remaining session or in our daily job?
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marinamazi
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As an action learning coach, I would ask some questions to the group in order to let them to appropriate of their learning. Questions such as:
– How we’re doing (from zero to ten)?
– What are we doing well?
– How does this impact on the result of the group?
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Eric Zabiegalski
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I would strive not to interrupt the momentum they were building at the wrong time but if there were a natural pause I may ask how are we doing building on each others questions and if they say “great” I would ask a “so what ” question; so what is the impact of thoughtfully building on each others questions?
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Paritosh Pathak
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I would let it go on keep an close watch that the group is progressing towards the objective of the session. I would also keep an eye on whether the members of the group are also practicing the individual skills they have chosen, if that is missing I would intervene at an appropriate time and ask the group how are doing on practising the skills we have chosen.
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DrBea
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Great responses! I would make not of it so I could reinforce it during a checkin,
At that time I would ask the standard 3 questions – How are we doing as a team? What are we doing well? what can we do better?
If it didn’t come up –
what’s the quality of our questions?
Assuming (great is the response) What are some examples of great questions that were asked?
What’s making them great questions?
How can we continue to ask really great questions?
By having my notes if the team has forgotten I will have a specific example to share with them. If the team has great examples then I’ll keep my note to myself.
Happy Coaching
Bea
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Leonor Deborah G. Velasquez
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I will find an appropriate time to do an intervention either when getting a pulse check on how the team is doing at that time and ask them what they think they’re doing well and what can they do better or during the Reflections on Learning part, I would ask these questions – what questions were asked that helped greatly? how did that question help? and probably individually, as I check my notes, I would give each member feedback on the questions that they asked and, as appropriate, how it built on the other questions asked by other members of the team.
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Amanda Bowman
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This is a quality problem to have but could be a sign that the group is getting stuck in one channel of questioning. I agree with others that it wouldn’t necessarily merit a specific intervention, but I’d wait until a planned intervention and then ask the 3 questions – How are we doing as a team? What are we doing well? what can we do better? And if the team come back with the fact that they are building on each other’s questions, I’d ask what the impact is on the team of that? If they’re happy, then I’d move on; but if there was a need to respond in any way, I might ask “what haven’t we considered yet/what are some other ways…”
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