Scenario: Process Question
Tags: Action Learning, ActionLearning Coach, Team Coach, WIAL, WIAL Action Learning, WIAL Talk
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Tags: Action Learning, ActionLearning Coach, Team Coach, WIAL, WIAL Action Learning, WIAL Talk
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Sim Choo Khoo
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I would intervene and ask ” Team, what do you notice is the nature of question asked?
If response is process question, I would ask; “Team, which role in AL would ask the process question?”
And if the response is “the coach”, I would ask “what is the impact if a team member asks the process question instead of the coach?”
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Sim Choo Khoo
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I would intervene and ask ” Team, what do you notice is the nature of question asked?
If response is process question, I would ask; “Team, which role in AL would ask the process question?”
And if the response is “the coach”, I would ask “what is the impact if a team member asks the process question instead of the coach?”
I ask “Team, what are we learning here?”
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Paulina Gucka
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When it happens during 1st/2nd session with the team, where the team learns AL as form of working, I would intervene by saying: “Let me interrupt for a while. I would like to bring your attention to the question that has just been asked. (usually here I use quotation as exact as possible ) What it brings to the team that the team member asks such question?” and than I would continue with “What do we learn out of the situation?” (all communication would go in the direction of the team interpreting what happened & understanding of the impact on their work)
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Guan Heng Tan
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I would say it depends the nature of the process question. If a participant asks the team, “can we agree on this”? to build consensus, and if it to help the problem presenter, then its not tantamount to stealing the job of the coach. However, if that same person repeatedly intervenes and leads the team down a specific track (his own agenda), then I will intervene and ask, “team, what is happening here”? If they are oblivious (and it may be that the person hijacking the process is a person of influence and everyone is used to him dominating), then I will offer an observation that one person’s agenda is dominant and “what impact does that have on the team”? If they say its ok because they trust this person to lead, then I may bring up the components of AL, specifically on diverse perspectives and commitment to learn. I will then ask “how does this person leading impact the components”? More importantly, how does that impact how the team functions on a daily basis?
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Delong Chai
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Intervene: Team, let us help each member to learn, please refer back to the 6 components of AL, especially on the components number 6 (Coach).
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Ivy Sun
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I would do nothing at that time. I think it is beneficial for the team to realize the necessity of checking process during discussion. At the feedback time, I will affirm this behavior by asking what are member’s feeling and thinking when they hear this question and share my observation on the team’s performance before and after the question is raised.
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Annop Niyomdecha
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I will intervene And ask the team that question
“My team noticed that the team was asking questions about the process. Why? And whose role is the process? ”
“What if the team keeps asking about the process?”
“If it will develop better What should the team focus on asking questions about? “
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Rogier ten Kate
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If it happens once I would like it go and let the process move forward. If it comes up again I would intervene and ask the question to the team: What impact does it have on the team when these questions about the process are being asked?
I would also ask them if they need to help each other clarify the 6 components again and also look at the specific role of the coach (component 6)
How would the group like to act on this and ensure that everybody in the session is aware of the process?
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Annop Niyomdecha
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“My team noticed that the team was asking questions about the process. Why? And whose role is the process?” “What if the team keeps asking about the process?” “If it will develop better What should the team focus on asking questions about?”
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Makie Wing Yi Ho
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I will let the member to do it and observe if the team is moving along well or not.
If the member is asking a process question and facilitating the group to move forward without any issue, I will just let them continues.
If the member is asking at a wrong time and make some negative impact to the team, for example jumping to the next step of problem solving without really consensus of the problem, then I will intervene and ask the team to reflect the scenario using standard “ what, so what, what next” questions
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Chui Shan So
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Under the first ground rule: Statements only in response to questions; anyone can ask questions of anyone else.
A team member may ask any question of anyone else. So, basically, it is alright for him/her to ask a processing question.
Under the second ground rule: Action Learning team coach has the authority to intervene whenever he/she identifies learning opportunities.
So, First of all, I will observe if this is an intervention or not. As he/she has no right to do intervention.
Furthermore, I will observe if his/her question is helping PP to solve problem. If the processing problem is helping PP and focusing on the Problem of the session, then it is alright too. If this is purely just a processing problem focusing on the process of AL, I will intervene and ask “I observed a question here is not about helping PP to solve problem, but about the action learning coaching process. What is the impact? “…. and “What’s next?”
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Minying Qiu
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I would regard it as the demonstration that the group is able to manage the process by themselves. In the real practice, I did encounter the similar situation, I thought the member, who asked the process question, had the awareness of promoting the process management of the group. So, I would do nothing for it, but observing the group’s reaction to the question, how they deal with it, and what the influence was consequently? Only when the group couldn’t deal with it properly or get stuck and ask for help, I would intervene.
In the final reflection session, when I give my reflection to the member who ask the process question or to the whole group, in terms of the personal learning or group learning, I will share my observation for the part.
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Jing Bao
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I would consider this as a manifestation of the team’s ability to manage the process autonomously. In real practice, I would find a suitable opportunity to provide positive feedback on the team’s “process management” actions and resources. For example, I would say, “Just now, A asked ‘What topic are we discussing now?’ ‘How does your viewpoint help this topic?’ What impact do these actions cause?” After everyone responds, I would continue to ask, “What help does such action provide to our team discussion?” and “Seeing these effects, what will you do or not do in the upcoming discussion?”.
During the final feedback phase, I would provide observations to the team member who ask the process question based on individual learning points and to the team based on team learning points.
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