As an action learning coach, how would you handle the following situation:
The team is having trouble coming to consensus. You’ve asked what would help them come to consensus – they say ask more questions and immediately start asking questions before you have closed out the learning.
As an action learning coach, how would you handle the following situation:
The team is working on a porch with windows around three sides. As the session starts two participants stand up at the same time. One walks to one side of the room and closes a window, the other walks to the other and opens a window.
As an action learning coach, how would you handle the following situation:
The team has reach consensus on the problem and the goal but is having trouble transitioning to the solution phase.
As an action learning coach, how would you handle the following situation:
A single team member is asking all the questions of the problem presenter, the remainder sitting back observing.
As an action learning coach, how would you handle the following situation:
Participants are asking question upon question and no one is answering.
As an action learning coach, how would you handle the following situation:
The team decides it ‘s okay to use their electronics during a session
As an action learning coach, how would you handle the following situation:
A participant offers to collect information/agreements on a white board. All members are in agreement with this. After a short while the scribe is no longer being included in the conversation.
As an action learning coach, how would you handle the following situation:
The problem presenter schedules a half hour meeting immediately before the Action Learning session. During this meeting the problem presenter presents their solution to the problem about to be discussed in the Action Learning session.
As an action learning coach, how would you handle the following situation:
The team took a break less than 15 minutes ago, since returning the energy in the group is very low.
The learning and development profession faces many challenges. Learning transfer from traditional training hovers at a dismal 12% (Collins 2023), and despite the billions spent on leadership development, the results don’t always bear out (Haslamet al 2024). Add to that the pace of technological change and the rapid advancement of AI and it’s clear that workplace learning needs a revolution. Read More
“Together we are stronger,” they say – but for Stephanie Van Aken, Head of Operations and Founder of IDEAS Academy, achieving team cohesion felt anything but powerful.
Facing mounting pressure and internal roadblocks, she knew something had to change. Her team was struggling to overcome obstacles and react to mistakes constructively.
Read More
“When you bring people together and truly listen, magic happens,” says Senior Action Learning Coach and founder of MyCoaching Marcia Yokota, reflecting on her transformative work with the Red Cross in Peru. Facing internal conflict and the risk of losing global standing, the Red Cross chapter in Peru was at a critical juncture. The organization turned to action learning to mend fractured relationships and rebuild trust.Read More
Action Learning has quickly emerged as a tool used by organizations and companies worldwide for solving their critical and complex problems. At the same time the methodology effectively develops leaders, builds collaborative teams and improves professional capabilities.Read More
As an action learning coach, how would you handle the following situation:
When checking in with the team they have a particularly deep learning around something they identified. You still have one more thing on your list of potential learnings.
A gamechanger. That, according to Jos van den Berg, is Action learning. A way of thinking and working together that he was introduced to several years ago and not only uses in his work as director-owner of Repair Care, but has integrated into his whole personality. “They say I’ve turned 180 degrees and I think that’s fantastic,” he says.Read More