Scenario: True Leader
Tags: Action Leaning, Action Learning, Action Learning Coach, WIAL, WIAL Action Learning, WIAL Talk
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Tags: Action Leaning, Action Learning, Action Learning Coach, WIAL, WIAL Action Learning, WIAL Talk
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DrBea
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i would most likely just make note of it for the debrief.
Happy Coaching
Bea
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Phanit Tiravongchaipunt
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I will certainly take a note of this excellent demonstration. At the end of the session, I will include it at the reflection of leadership competencies. I will invite team to give each other feedback on how they had demonstrated their leadership competencies. If no one mentioned such excellent leadership competency, I will give feedback from my observation.
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Sue J Brown
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I would use body language (head nod and/or eye contact with participant), and make note to use specific language of participant during session debrief.
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SHA SHA
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I will pay attention and write down his/her behaviors. During debriefing part, I might ask members’ feedback on those behaviors and also feedback by myshelf.
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Justin Li
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i would like to handle this situation based on below scenario:
1. if the team’s discussion is going well and very smooth, interven the discussion may impact the creation, so i will take note and point out when debrief
2. if it’s good time to interven, will use SID method, ask question: i observed that just now one of the team demostrated the leadership skill, how do you all think about this?
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unri Babb
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I think Action Learning is at its most powerful when the group learns as well as the individual so I would note it and during the debriefing I would ask “When *John* did [insert example] how did this reflect his leadership skill? During one action learning session a more experienced coach shared with me that while individual feedback is shared, only that person benefits from the reflection, whereas as question to the group encourages full reflection and greater learning.
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Daniela Adamo
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I will take a note of it. At the end of the session I will ask the team to look through the individual leadership skill and ask to give each other feedback on how they had demonstrated those to encourage greater learning. At the end I will also give my feedback referring in particular to what they said and how they strongly demonstrated their leadership skill.
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Yoge Rajendra
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I would make a note & bring it up at the near-end during “Reflections on Learning” before closing the session.
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wthimmes
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I would make an immediate note of it. At the debriefing time, when asking individuals how they did with their leadership skills, I would ask the team what they saw, and if no one mentioned the skill, I would point out the example.
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Japheth Lim
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I would handle the situation in the following manner. I would make an immediate note of it.
If I notice that the team hasn’t been applying much of the leadership skills, then i would use this learning opportunity for intervention.
If not, i would bring it up during the reflection on learning segment. If it’s not pointed out by the team, i’ll bring it up as a learning moment for everyone.
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Barbara Brown
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I would write it down so that I don’t forget the use of the skill. During the debrief I would ask the individual how he / she did in practicing the skill and then ask for an example. If the person did not give the example I noted I would ask others what they observed. Since this was an excellent use of the skill I would want to make sure it is stated so if no one has said it yet I would say my observation.
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EnzoArmo
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I would simply take note of this for the reflections on leadership competencies at the end and still make sure to ask each member how they think they practiced their own competencies, their observations as to how their team members practiced the same, and then top it off with my own observation.
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Steve Morgan
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I would make a note of what happened. During the debrief, I would state, “[Name], you were working on [leadership skill]. How did you think you did? Can you give an example?” I would subsequently ask the group, “What other examples did you notice of [name] practicing his/her skill?” If no one else mentioned the example of that leadership skill, I would bring it up then.
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Leo lee
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I would write down his/her words and behaviors wholly. At the end of this session, I might ask members’ feedback about this leadership skill and also feedback by myshelf.
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Lois Parkes
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I would note it, and then share my observation of their demonstration of the leadership skill during the debriefing on the participants’ exhibition of their chosen leadership skill, towards the end of the action learning session
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Kanokwan Srisunthorn
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As coach, I will observe and take note about the behavior of that persons. We understand well that the leadership competency should be demonstrated by everypne. We will remind the members to practice their leadership skills during action learning session. But we have to intervene if that person try to demonstrate too much and do not focus on the real problem. “What do we understand the real problem, scale 1-10? How could we do better?
At the reflection session, The coach will ask each person to explainhow do she/he practice “Leadership competencies. “What did you practice leadership skill? After that, the other members will share what do they observe. “How is about other members’ ideas? What is the example of him/ her.? Finally, The reflection will be by coach. (Using MOC (Me-Others-Coach) technique.
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Michelle Lin
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I would make a note of this leadership skill in action and ensure that as part of the debrief of learning if no one mentions it I will.
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Manhai Huang
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As is known ,developing individual skills ,including leadership skills , is one of the important meanings of action learning.
As an coach, I would write down a note and give him a positive feedback during “Reflections on Learning”.
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Monique Reynaers
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Developing leadership skills is an important item in Actione Learning. I would make a note and if the observer does not return it I would compliment the participant at the end of the session during the reflection.
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Gurpreet Bhatia
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I would make a note of the same on the feedback template and mention the same while giving the feedback.
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Wim van Wieren
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As this is one of the most important things in action learning I would wait untill the observants give their feedback and if they do not pay attention to it I would give the feedback in the closing remarks of the session.
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Archirawish Pakchotipong
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I will certainly take a note of this excellent demonstration.
As an AL coach, I would write down participants evidence in my note first.
And bring this evidence to give a positive feedback during “Reflections on Learning”, at the end of the session.
In the Reflections on Learning session, after team members give each other feedback on their team members , I will share evidence from my observation of the leadership competency demonstration to the team , for improvement opportunities to Learning together.
share my observation of their demonstration of the leadership skill
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Yixuan Liu
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I would take note of this behavior and give him a feedback at the end of the meeting.
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Yixuan Liu
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As an action learning coach, I will record this behavior of the participants myself.
When I gave feedback on personal leadership development after action learning, I would talked to my team members as a coach on this behavior,
“I observed that in the process of ‘answering questions’, you showed the behavior of …
And I think this is exactly what you are practicing
… Competence. What impact do you think it would have if you applied this behavior to your work? What changes would you make next in the real world?” I think this behavior is exactly the embodiment of your ability of … you practiced.What impact do you think it would have if you applied this behavior to your work? What changes will you make in the next practical work?”
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FU Xiaobin
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I think such behaviors are well worth being recorded by me. During the team member’s reflection on the learning session, I would first listen to whether the group had also observed these behaviors in the person, and if a group member gave feedback, I would ask the team.
-What is the impact of this group member’s behavior on our meetings? Then ask this group member.
How are you going to sustain these behaviors?
-How can you apply these behaviors to your daily work?
If the group did not observe these behaviors in this group member, I would share what I observed and recorded with the team.
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Tom Palmer
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I would make a note of this and share in the final reflection on leadership skills what I noticed.
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Elodie Schwartz
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I would make a note of it and save it for the final debrief when exploring how participants did on their leadership skills. I would first ask the other participants to share their thoughts and examples of when they think that person has been demonstrating his/her leadership skill. If not metionned by anyone, I would then share my own observation.
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