As an action learning coach, how would you handle the following situation:
As team members come in and sit down all the participants in leadership roles sit on one side of the table; everyone else on the other.
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As an action learning coach, how would you handle the following situation:
The team has decided they should capture the themes that they are hearing on the white board. As they begin someone asks another question that leads them back to investigating the problem.
As an action learning coach, how would you handle the following situation:
The group has been processing particularly well, but it has been more than 30 minutes since the last intervention.
As an action learning coach, how would you handle the following situation:
You are presenting an Introduction to Action Learning. You ask for someone to volunteer a problem. The problem presented is “I need to upgrade the operating system on my computer.”
As an action learning coach, how would you handle the following situation:
A participant asks another participant to explain what the intent behind their question was. For example, saying – “It feels like a there is a question behind your question. I’m curious what that question is?
As an action learning coach, how would you handle the following situation:
A participant is asked to take an action and declines because they know they do not have time to complete it.
As an action learning coach, how would you handle the following situation:
Two teams during a leadership development program agree to complete confidentiality. During the break they chat with members of the other team about the problem they are working on.
As an action learning coach, how would you handle the following situation:
A team member is sharing during an intervention and says – Wow, I can’t believe I just shared that, I can’t believe how comfortable I’ve become with this team.
As an action learning coach, how would you handle the following situation:
During the session someone jumps up to the easels and starts capturing the important things that are said.
As an action learning coach, how would you handle the following situation:
As the problem progresses you realize you have a poignant piece of information that could be tremendously useful to the team, as the problem they are discussing is in your field of expertise.
As an action learning coach, how would you handle the following situation:
Just prior to the beginning of the meeting, the group is informed that a member has been asked by her boss to handle an emergency, and will not be able to join the group for the first 2 hours of the session.
As an action learning coach, how would you handle the following situation:
The team is working hard to come up with a single well defined problem statement. They’ve realized the problem is multifaceted and are struggling coming up with a single problem statement that covers all the aspects of the situation.
As an action learning coach, how would you handle the following situation:
The problem presenter decides this is a game where the team members have to guess what s/he is thinking the real problem is. Consequently, they keep their answer as short as possible, to the point of being evasive.
As an action learning coach, how would you handle the following situation:
The team has clear actions and a solution before the allotted time for the session has expired. You are uncomfortable that they have missed something.
As an action learning coach, how would you handle the following situation:
Many statements are made in response to a question that was posed to everyone.