Scenario: Wow
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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Ada Chui Shan So
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It’s a WOW Scenario.
First of all, I will recognize his/her seeing and findings. And ask questions based on the three levels of learning: Self/ Team/ Organization.
At the Team level:
We are now seeing a shift, and what elements are essential for us to keep it on in our Team?Chunking down to Self Level:
For your own self, what is the important learning?
Chunking up to Organization:
What would be the next step for our team to inspire the whole organization about this transformation?
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Jose Antonio Kahn
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I would acknowledge the observations of the team member and ask the group if they agreed or have additional input or observations. Afterwards I would ask how they can apply these learnings back in their teams and larger organizations.
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Kwong Sang Ernest Ng
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This is a good learning opportunity that can help the participant and the team to learn how they can have growth in the organisation. At the moment, I may ask “What make this shift happened in the team?” “How can we apply this learning in the next session and work?” “What we can do to make sure a shift happened in the next session?”
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YUE ZHANG
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I will ask the individual：
– Thank you for your feedback, any specific examples of where we have done this?
– What are some POWERFUL curious questions? Why is this question POWERFUL/CURIOUS?
– What are some examples of people listening to each other?
I will ask the team：
– What has everyone learned about how to start a problem solving process?
– What would you add from an individual, team, and organizational learning perspective?
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Aparna Jindal
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I will thank the team member n ask how can we applybthis this learning on team level across all departments so that whole organization becomes learning one. Are there any specific examples you would like to elaborate here. Would anyone else from team like to elaborate on how this shift can be applied at organisation level
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Angel Song
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I would thank the group member for his feedback and ask him and the other group members to review what the team did to make sure everyone could “make sure they understood the problem” and summarize the specific behaviors that he said mentioned as “powerful curious questions”. Do you remember which ones? What are the questions, what do they bring to mind, and what is the difference between them and other “general questions”? After the experience of today’s discussion, if we encounter these “powerful and strange problems” in our work in the future, how can we handle them better?
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Jiong Zheng
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As an action learning coach, I would recognize that’s a valuable insight, and invite others to share more learning about “how we work together”.
Then ask:
– Which behaviors we did today shall be kept in the next session and in the real world?
– Any other behavior we will try in the next session?
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Yunbo Guo
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I would ask the participant, “Thank you for sharing. But would you please let us know more about the specific details on the shift so that we all would have a deeper understanding and learning from it?” “What are the influences of these changes on you?” After his/her answering, I would ask the whole group, “What are the influences of these changes on our group as a whole?” “Which skills or methods we may take away to use in our real work scenario?”
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Thắng Nguyễn Minh
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As a coach, I think this is a great opportunity to help team members learn more deeply about their feelings. I would ask more questions to get them to show more observable behaviors about how the team worked, how they discovered problems, how they listened to each other. Allow time for members to respond to recall. Ask them what lessons they learned from that and how to apply it to work and life
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