As an Action Learning coach, how would you manage a situation whereby during the session, the Problem Presenter, the one with the highest authority within the team continuously prompts other team members to ask questions because he is impatient?
As an Action Learning coach, how would you manage a situation whereby team members are having lots of fun and laughter, cracking jokes with each other and disrupting the session that results in no outcome?
As an Action Learning coach, how would manage a session whereby team members have had bad experiences with each other previously, hence placing the psychological safety of the session in jeopardy? Team members were selected by the sponsor.
As an Action Learning coach, how would you manage a session whereby team members are from diversed backgrounds and they are fluent in their own languages? As the coach, you have the ability to provide translation, both for the questions put forth and statements of respond, but the concern is that the essence of the session would be lost.
As an action learning coach, how would you manage the following situation: Team members are introduced to each other before the session starts. The Problem Presenter clearly expresses his distrust towards other team members, stating that they are not experts in the field related to his problem.
As an action learning coach, how would you handle the following situation:
Part way through the session, one of the members mentioned a meeting they have that will require them to leave early. Several other participants mention they need to go to the same meeting, leaving only 2 participants for the session.
As an action learning coach, how would you handle the following situation:
The team races to consensus on the problem. They are saying the same words but have not really talked about what the words mean.
As an action learning coach, how would you handle the following situation:
You recently attending training and learned a new way of doing root cause analysis. You know if you share this with the team they will be able to identify the real problem much quicker.
As an action learning coach, how would you handle the following situation:
The team is having trouble coming to consensus.
As an action learning coach, how would you handle the following situation:
Hearing the initial statement of the problem you (as coach) are clear what the real problem is. The team heads down a different path with it.
As an action learning coach, how would you handle the following situation:
The team has gotten off track with their questions and is now investigating an unrelated issue.
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:
Several team members are sitting with their arms folded across their chest.
As an action learning coach, how would you handle the following situation:
A team member asks a process question. For instance – I’ve noticed we have all the managers on one side of the table and everyone else on the other. Did anyone else notice this? What’s the impact of that on how we are working together? What do we want to do about it?
As an action learning coach, how would you handle the following situation:
The team decides they should be asking each other more questions instead of just asking questions of the problem presenter. However they continue directing all of the problems to the problem presenter.