As an action learning coach, how would you handle the following situation:
You schedule 90 minutes for an Action Learning session. 60 minutes in the team has a clear solution.
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As an action learning coach, how would you handle the following situation:
Most of the members rate the team at a 5 or 6 for how they are doing as a team. One member rates a 2 another a 9 on a scale of 1 – 10.
As an action learning coach, how would you handle the following situation:
The team wants the last 15 minutes to finish up the problem instead of doing the final reflection.
As an action learning coach, how would you handle the following situation:
A team member says something very offensive – followed by “no offense”
As an action learning coach, how would you handle the following situation:
Your favorite tool for diagraming a problem is a mind map. You know doing this would help the team see this problem much more clearly.
As an action learning coach, how would you handle the following situation:
A higher ranking participant of the team decides to pull rank and asks another team member – “Do you want to stay employed?”
As an action learning coach, how would you handle the following situation:
The teams members are locked to the table. They are adhering to the two grounds rules but not making use of any other resources.
As an action learning coach, how would you handle the following situation:
You say “may I do a checkin?” and a team member says “NO”
As an action learning coach, how would you handle the following situation:
You’ve been working many hours and the team is clearly exhausted.
As an action learning coach, how would you handle the following situation:
A member of the team decides they know the problem and the solution, so they will sit quietly until everyone else figures it out.
As an action learning coach, how would you handle the following situation:
A member of the team doesn’t understand the process and decides “EVERYONE” doesn’t understand.
As an Action Learning Coach how would you handle the following situation:
The team agreed to a 15 minute break, it’s 30 minutes before you get everyone back in the room and ready to restart.
As an Action Learning Coach how would you handle the following situation:
When members of the team read their problem statement, what they read is clearly a solution. For instance – “Joe needs to hire me to do a team building activity with his team”.
As an Action Learning Coach how would you handle the following situation:
You are coaching a leadership development program with a group of senior engineers…One of them is a Six Sigma Black Belt with years of experience in problem solving methods. During the middle of your second meeting to frame the problem, the Black Belt notes that it is taking way too long to come to agreement on the problem. Some of the Type A members of the group nod their heads in agreement. What do you do?
As an Action Learning Coach how would you handle the following situation:
The team is attempting to analyze the problem situation in a search to identify the one key variable that they can influence or change to create movement in the direction of their established goal or end result. They are debating the relevance of only a few factors and seem to be ignoring the probability that the problem situation was caused or is perpetuated by multiple factors.