Scenario: Multiple Behaviors
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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Kathryn Jeacock
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During the action learning session I would be writing down examples of where I have seen people practice their leadership skills. I would then use this information in the debrief at the end of the session. I would cover how we each did on developing their individual leadership competency. I would provide specific feedback on when I observed the leadership skill in action. To each person, in turn, I would say – ‘I observed (describe situation/questions asked), might that be an example of this leadership skill?’
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Andrew Rahaman
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As the action learning group was finishing, I would go around the table and ask each person to identify what skill they were working on, how they assessed themselves on working on that skill and ask others to provide feedback on where they saw the person exhibit that skill. I would also ask “what was the impact of (Ns) leadership behavior?” I too would then offer where I had observed the person (N) using that skill and its impact on the group. At the end of the session, I may ask “how could you use that practiced skill at work and in your personal life to your benefit” followed by “what do you think the impact would be to your office colleagues?” Positive reinforcement helps people practice new skills they are learning and helps them see themselves differently by re-framing assumptions about behaviors.
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Joanna Lee
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I would like to do 3 things and ask the team:
1) Team, at the start of this session, you chose a leadership competency to develop. How did you practice this competency which you desired to grow in? – The intent is to help the team recall specifically and to draw their awareness to how the AL session has helped them in their personal development as mentioned at the onset.
2) Team, the leadership skills listed on the board were practised by many members of the team. What new perspective did you gain from questions that were specific to your own competency? – The purpose here is for members to learn from one another, and gain new insights into the competency they had wanted to grow in.
3) Team, how was the solution impacted by questions asked from the angle of each leadership skill? What do you think would be the impact on the department? What could we learn that can be applied to our organization?
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Jiang Jie
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Firstly, I will let the members evaluate their leadership skills practice and behavior, measured with 1-10 points.
Then, I will ask why this is the score, what behaviors be seen in the practice of leadership skills, and let other members share the observations of the members’ behavior; As a coach, can also supplement the observations and feelings.
Last but not least, I will ask the member what can be done better, what actions or behaviors will be taken in the future; other members and I can also give suggestions.
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Wilailak Ashley
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I would use SID to make sure how team practiced their leadership skills that they like focus since the beginning of the session.
How are we doing well with practiced leadership skill that you like to focus ?
What could we do better in term of helping PP?
What will be better if we can use all leadership we were practiced to you and your team ?
and i would ask them what is score that they did well with practiced leadership skill and would ask how the team member observe other team member to practiced leadership skill during session.
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Patrícia Ansarah
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As the AL Coach I would ask each participant to identify what skill they were working on and how they evaluate themselves on practicing it during the session (well / not well) and would ask for examples. In the case I have noticed some examples, I would offer the feedback too. Then, I would encourage the group to provide feedback on if/what they have observed and would ask to the group : “what is the impact of practicing this leadership behavior?” At the end of the session, I would ask to the group “What did we learn today that we could use in our lives /work ?
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Jiang Jie
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I will let the members use 0-10 points to evaluate the practice of leadership skills at this stage, and ask each person: “Why is this score?”, “What behaviors are shown?”, “Any observations and feedback from other members??”, “If you can do better, what is it?”, and “What action will be taken in the next step?”. As a coach, I can also supplement observation and feeling.
Of course, I can also ask questions during the team development review: “How do you feel about the practice of today’s leadership skills?”, “What is the most impressive content?”, and “What does this linked with our team development?”, “How do we make the team better?”, and “What else do we need to do?” These issues, in addition to the improvement of individual leadership skills, also make the team’s development even further.
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FU Xiaobin
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As an action learning coach, it is important to observe and record the leadership that the group members want to develop during the process and whether they demonstrate the corresponding behaviors during the action learning sessions.
In the team learning reflection session, I will invite team members to rate their performance during the action learning session on a scale of 0-10, and then invite feedback from each other, and I will also ask team members questions about.
-Why did you give yourself this score?
-What behaviors have you demonstrated in the process to enhance this leadership?
-How to help the team become better?
How do you plan to continue to develop this leadership and demonstrate these behaviors?
As an action learning coach, I also add my observations and feelings and give feedback to the team members.
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