Scenario: Stump stump
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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Anna Kozoń
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I would arrange a break and try to address this individually with the participant who left the room. Depends on the discussion, I would either invite him/her to come back and share his/her feelings in the form of “I MESSAGE” or if the person is not ready to do this and does not want to participate in sessions any more, I would come back to the group after the break and let them express how they feel about it and decide if we should proceed without the participant who left.
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Gary Liew
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I will ensure that the group works collaboratively and respectfully, while remaining focused on the problem-solving process. In the event that a team member leaves the room angrily, my primary concern would be to address the situation and seek to bring the group back on track, while ensuring that everyone feels comfortable and respected.
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Nicholas Kemboi
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I would introduce a little break from the session to the rest of the team say 15 minutes break and during that time, reach out to the participant who had worked out angrily, have him calm down, inquire from him on the reasons for his reactions. Once he is calm and now in charge of his emotions and reactions, i would request him if he can share his experience and what triggered his/her reaction. If his/her actions were triggered by the discussions as a result of an offensive remark, then i would remind all the team members of the norms that we had agreed on during the introduction of action learning like respecting each other and others opinions, or there are no right of wrong questions or but diverse opinion and perspective. once everyone is settled, then ensure that the sessions discusions resumes.
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Tala Ocampo
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That’s tough! I will pause first before I intervene and see what the group does. I will trust in their ability to take ownership and deal with the situation. If the group gets stuck, I will then say ” just left, how would you like to proceed?” This is to check if they want to take a break or continue. If they decide to continue, I will proceed with a process part of the script: “Given that just left, let’s take a step back and review how we’re doing as a group. On a scale of 1-10 how do you feel are we doing as a group thus far?” This is a good opportunity to reflect on team effectiveness.
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Aline Costa Romão
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I would ask the group, “I noticed that one person left the room and looked angry. Did anyone else notice?” I would listen to the group, welcome and ask “How do you want to deal with this situation?” I would listen to the group and what they would decide, I would do it, after all, in addition to the two initial rules, any other agreements must be made by the group itself.
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Liliia Bilous
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This is exactly the time for Coach to deviate from the intended path (script), but not from the rules: do not make a decision on your own how to be in this situation, but address questions to the team, inspiring them to find a solution to the situation. This is also part of the development of team spirit, the search for short-term solutions in unforeseen situations. This could support the group come to an agreement on which moment was critical that caused such a reaction, if it is important to restart the action learning from that moment, what right actions to take to bring the escaped team member back to group etc. The most probably the time is lost to reach the true problem and clear solution during the session, but right questions help participants to avoid personal judgments and work on empathy. Then, it is group members solution (pretending they know the temperament of run away colleague) if to make an attempt to bring the team member back to group immediately or to take a pause to let emotions calm down.
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Jean Eugene Injerona
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I will ask the group if someone has something to say about what occurred, if they are still comfortable to move forward as a team despite what just happened, and (3) if they need to break for few minutes or if they have any other suggestions.
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ANGELINA ALICEA
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If the person that walked out were the problem presenter, I would end the session and give instructions for the next meeting. If the person were not the problem presenter, I would ask the group if they would like to continue. If they choose to stay, I would offer a break so everyone could gather themselves. I would go over the rules and emphasize the importance of respecting everyone.
After the session, I would contact the person to discuss the incident and determine if they can move forward and return to the session. Then, I would review the rules, primarily conduct and respect.
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Andrea Chow
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I would ask the group if they observe “What was happening?”, “What is the impact of the reaction on the action learning team?” and also “What will happen to the team if we continue?”, if they do not feel the session is able to continue on, perhaps we need to call it a day and if they can continue on, ask ” how do we prevent this from happening again?”. At the end of this conversation, will also ask if there is a need for few minutes break before we get back together to continue on.
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Liang CHen
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I would first suggest to the team that the meeting be suspended, and then solicit and discuss with everyone what happened. Once I understand the situation, I will communicate privately with the member who left to clarify the misunderstanding and, if possible, use the incident as a learning opportunity to review it within the team.
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Lim Patrick
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Firstly, I will authentically acknowledge the emotional disruption, regardless of the initial flash point. Then seek consensus of the remainder team members to take a timeout, either from the ongoing session or to reconvene on another date until the emotional outburst with the angry individual can be addressed.
Depending on the group structure, will approach a team member who has better influence and emotional stability to help assess the situation before engaging the disruptor. Be mentally ready for a longer timeout, depending on the conversation outcome.
Being a mindfulness practitioner, will remain strongly objective and acknowledge fully the possibilities of emotional outburst from anybody facing frustrations or undue stress.
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Tran Thuy
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As a coach, when A team member leaves the room angrily, I will ask the rest of the members, “How do you rate the group’s performance? on a scale of 1 to 10. How to do this?” How can team members gain respect and this situation does not happen. The purpose asking the question above to reinforce with the team that: Respect is needed during the coaching session.
Pause the coach session and make break time 15 minutes. During the break time, I will meet the angry member, ask him why he is angry, explain to him the principles of the coach session, encourage him to come back to the group to complete the session.
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Felix Chen
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In this situation, I will ask “I see a team member leave the room, may I ask what the impacts?”. When the answer is appeared, my following question is “What could we do to become a better team?”
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ZHAN FUHONG
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As a coach, I would pause the discussion, schedule a few minutes break, and have a brief communication with the participant，and try to know why he is so angry, then check whether he can go on the study.
If he can, I would ask how to avoid such situation.
If he can’t , I would check with the program leader or group members whether we need continue.
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Cuong Phung
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I observe that 1 member leaves the room, we should take a short break. How long should we take break?
During break time, I’ll ask him: Could you share the reason of leaving the room? Can you continue with the session to help PP resolve the problem?
After beak time:
If he/she continue with the session, I’ll ask team: “What can we do better?”
If he/she cannot continue with the session, I’ll ask: “Should we continue with the session without he/she, or should we book another session? What can we do better to avoid this situation?”
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Cuong Phung
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Instead of deciding by myself to do some ations, it would be better to ask team about their decision by asking:
“What should we do when a member is absent?
What caused he/she to leave?
How can the team continue working together?”
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An Nguyễn
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– Hello team, I observed a team member leaving the room angrily, what’s going on?
– What is the impact of an angry member leaving the group?
– How can we prevent this from happening again?
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Panchali Kiratiruchirawong
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I recommend taking a 15-minute break from the session and using that time to approach the participant who reacted angrily during the workout. Firstly, try to calm him down and then ask him about the reason behind his behavior. Once he regains composure and control over his emotions. Then returns to continue the session.
During the session, I will ask the team member “How are we doing as a team?” “What if this conflict still occurs?” What can be the new norm that we create?
Lastly, remind the team members of the rules of Action Learning
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Piyanut Sangpattarachai
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I would say to the team “Team, what did you notice happen just now?” After waiting for a response I would ask “How do you suggest we move forward?” I’ll wait for the consensus and proceed accordingly.
If the team is visibly shaken, I would suggest the team to take a 5-10 minute break to cool their heads and refocus. I would take this time to approach the angry team member and how he or she would like to proceed.
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An Nguyễn
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S: Hello team, a team member left angrily, what happened?
I: How did this work for the team?
D: What do we need to do better?
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