Scenario: Idiot
Tags: Action Leaning, Action Learning Coach, WIAL, WIAL Action Learning, WIAL Talk
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Tags: Action Leaning, Action Learning Coach, WIAL, WIAL Action Learning, WIAL Talk
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david tsipenyuk
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As a coach, I would pause the session and highlight to the action learning group “I am observing inappropriate behaviour amongst the members of the group. Is anyone also observing such behaviour? How would you as a group like to handle such behaviour moving forward?” Furthermore, during the first possible session break, I would request the individual who such a remark for a brief 1 on 1 discussion in order provide a corrective action.
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Amar PATEL
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I sense anger in the room. Does anyone else feel this way? How would the team like to manage this situation?
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Sue J Brown
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Setting a few basic “ground rules” about how members of a team treat and communicate with each other during the Action Learning session, can set expectations and lay the groundwork for the session. (perhaps avoid such an outburst). The use of “how can you be such an idiot?” is an inappropriate statement to a team member, and the Action Learning Coach must ask the team how they wish to handle the behavior, and any future inappropriate statements.
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Amanda Bowman
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I’d make an immediate intervention and comment that I’m observing tension and conflict in the room and ask what the impact that this has on the group? I’d encourage the group to avoid being ‘personal’ but to focus on what this means for group performance in terms of the problem solving. And ask them how they want to handle the situation – what action they want to take now and how they can avoid this kind of thing happening again. I’d aim for them to agree on what they’re going to do now or do differently going forward and then ask who is going to ask the next question – i.e. move back into the session.
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Maria So
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I would make a pause and explicitly point out the sense of heat in the room. Then, ask the team what they think the behaviour impact on the team interaction, does it help the process or not. How they like to deal with the situation in view of team dynamic and in terms of the goal the group need to achieve. What they like to do in the future if facing similar situation.
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Chongli Tian
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我会提问他说你确定这是你要进行的一个提问？促使他反思自己的行为。如果他意识到了自己的问题，他可能会进行道歉。也可能他没有意识到自己的不当，反而进一步解释说为什么自己认为对方很愚蠢。我会进行干预，提示他行动学习的基本原则。然后向团队提问谁来问下一个问题。
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Tim de Jonker
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I will say to the group that i feel tension in this statement. What is the feeling of the group? What impact has this statement to the progress of this proces?
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Song Chen
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I will ask to this member：“Do you think that what you’ve just done will have an impact on the team?”&“what are you going to do to help your team?”
Then ask to the other members：Do you have any suggestions on this matter?
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Janice Loh
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I would intervene by asking the team “let’s pause for a while here. I am sensing some tension. How would you rate the tension from scale of 1 to 10 at this moment?” I would then followed by what can the team do better? Go round the table and ask for response from each member.
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Sumaia Thomas
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As an Action Learning Coach I would intervene immediately observing a sense of anger in the room. “I’ve observed a sense of anger. in the room. Did anybody else notice that too? How can this impact the group? And how would the group like to manage this situation? What should our norm be for this type of situations?”
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Henk Jan Quarre
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If this situation occurs, I will perform an intervention. In this case, I will ask the team members how they think the Action Learning session is going so far?
Additional questions to team members can be: What do you observe? What is the effect on you? What is the effect on the quality of the Action Learning session?
To the team member with the angry voice I would ask: How do you think it goes so far? What is the effect on you? and what does your behavior do with the quality of the Action Learning session? How can we improve the quality of the Action Learning session with a view to the basic rules?
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Jeroen van der Ven
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As a coach I would make an intervention and indicate that I feel tension in the group. Does the group feel that too? Does this affect the course of the process?
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GEOVANA FATIMA DE OLIVEIRA MAGALHAES
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Behaviors like this deserve immediate intervention to bring the group back to work in a focused and productive way. So I would approach this person who called the other idiot in the following way: “I understand that the way you addressed your group colleague makes it difficult for Action Learning to work. Is there any way the group can support you so this scenario does not happen again? “;
I can also intervene by asking the person who received the offense:
“How do you feel about how X spoke to you?” ; and for the group: “How can we act as a team so this scenario does not happen again?”
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Camila valente
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As a learning coach, I would ask: “Group, I noticed that the question asked now was harsh. Did anyone else observe? What is the impact of this on the group? How does the group want to deal with the form of the questions, from intervention to?
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Uracha Poopakdee
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I intervened that. Could we pause for a while? How do team feel now?If this situation continues ,What will happen? What team would do next?
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Alessandro Ribeiro
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I believe that a strength of this process is the inclusion of people into the conversation. In order to build a trustful environment, it is necessary that people feel safe to expose themselves. As an Action Learning Coach, I would like to make an intervention and ask: as a member of this group, I noticed a moment of tension here. Anyone else feel that? How does this situation impact the group? How would the group like to proceed?
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