Scenario: Confidentiality
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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Erin Rahman
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I would ask each team “What is the impact of not following our agreements? How do you define confidentiality? What is the impact of having different definitions of confidentiality?” OR “How does it impact the team if one’s expectations of confidentiality are not met? How can we resolve missed expectations? How can we be better at following our norms? What are we doing well? What can we do better?”
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Nguyễn Thanh Triều
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I would ask each team member, “What is the impact of not complying with our confidentiality? How will PP be affected if they know that members even coach do not keep their information confidential? How can we better comply with our security standards? What are we doing well? What can we do better?”
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Maria Fachado
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I would speak with the coach of the other group and agree to make an intervention in each of the groups. Even if Confidentiality is not one of the Golden rules of Action Learning adhering to the norms the group has defined for themselves, and in particular confidentiality, is very important to maintain a safe and trusted space to work as a group. So I would surely address this directly with the group. After the break I would say to the group that during the break I have observed this behavior and ask the group if anyone else has observed this; then I would ask: what are the implication of not following our own norms to the group; and finally, what can do better in relation to our norms from now own? then I will continue with the session.
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Phuong Lien Bui
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As an Action Learning Coach, I will talk with two team that: “During the break time, I saw that you guys had some sharing with the member of other team about the problem you are working on as a confidential agreement. I would ask each member what is the importance of the confidentiality of your agreement and what will be happened if you break the agreement.
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Phuong Lien Bui
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As an Action Learning Coach, I will talk with two team that: “During the break time, I saw that you guys had some sharing with the member of other team about a confidential agreement. I would ask each member what is the importance of the confidentiality of your agreement and what will be happened if you break the agreement.
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焮茹 杨
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Breaking confidentiality would ruin the effectiveness of the team. I would intervene immediately by asking the team back to the session.
Then I will ask each group, “how do you evaluate the team effectiveness? In terms of keeping confidential, how well we have done so far? What behavior could ensure keep confidentiality? What the behaviors mentioned on the team effectiveness? How to ensure our commitment on this?” These questions are aimed to have some reflection among the team. I may not address their behaviors directly in the first place. The better way is to have them have some self-reflection. Of course it will depend on the degree of breaking confidentiality and the trust build among the team as well between the team and me.
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Ethan Sanders
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I’ve actually had this very situation occur during one of our leadership programs where we ran action learning. It’s difficult because when I overheard these discussion between members of different action learning teams, I didn’t feel I was in the “official role” of an action learning facilitator. In addition, in my role as a leader for my organization I didn’t want to use my positional authority for calling out the behavior. What I did do was quietly talk to the problem owner who had been quite reluctant to even share her problem with the group because it dealt with one of her peers and she was concerned it would get back to this person. I felt she had the right to know so that she could perhaps do some damage control; but I didn’t tell her which individuals were involved in the conversation. She handled the news very well, and at the next AL session she chose “trusting others” as her leadership behavior. This opened up a great line of questioning during the AL session on what are the challenges of gaining and maintaining trust. I don’t think we ever had this issue again.
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Benny Tse
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As an Action Learning Coach, I will tell them I found that confidentiality is breaking & how this situation affect the team? What is the impact of not following our agreements?
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Lapton Kwok
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As an Action Learning Coach, I’ll address this issue to both teams.
“We are agreed the program is complete confidential. But I observed there are some of the members discussing the problem they are working on during the break. What’s the impact to the leadership development program? How could we do on this issue?”
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Kant Srithundorn
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Before the next session begin, I will bring this situation for team to make discussion by asking them what we agree for confidentiality that we have made and how far we doing this agreement as a group?
If we have some people said we broke this agreement, I will ask follow up question by using SID what, so what, now what.
Or if it doesn’t have any body say we break this agreement, I will ask team to assume if this situation will happen what impact to the team? And ask follow up question what do you want to do next for this impact?
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Magdalena Kosiorowska
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After the break, I would say that I would like to go back to the arrangements and ask : What does confidentiality mean to us? How can we as a group take care of it? What do we do if someone violates it?
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Benny Tse
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As an Action Learning Coach, I will tell the team I found that some team members chatting with non- team members & how this situation affect the team? What is the impact of not following our agreements?
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Anna Czarna
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I would like to point out that we agreed on absolute confidentiality. In this connection, I would ask how do they think it might affect further work? How do they see their further work? And what rules they want to commit to so that their further work is as effective and undisturbed as possible.
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Shikha Dalal-Angeline
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I would start by mentioning the following: “During the break I observed that some folks were discussing confidential information with another team.” Then I would follow the What / So What/ Now What principle, and ask the following questions of the group:
What do you think are the implications of sharing confidential information with others?
Why do you think this affects us as a team?
What should we do about it?
I would also note that as coaches, we are in a unique position to call-in behaviors rather than call-out or single-out any person(s), acknowledging that we all make mistakes. The focus should be on why the behavior can be harmful to the group dynamic (ie. detracts from the previous set group norms). Doing so effectively can avoid individual shame or embarrassment of any single person that could contribute to disruptive group dynamics.
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Aldona Orłowski
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After noticing that, I’d discuss the situation with a Coach of the other Group and agree to discuss the issue with both Teams separately.
After the break I’d say: Team, I noticed that some members of both teams chatted with each other about problem we have been working on. It is against our rule of confidentiality that we had agreed. How do you feel about it? How does it influence team work and cooperation? What do you – as a Team – would like to do with this issue? What can we do more to keep our agreements and confidentiality in future?
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