As an action learning coach, how would you handle the following situation:
A participant asks a question of everyone and after a single answer another question is asked and the team moves on.
As an action learning coach, how would you handle the following situation:
A participant responds to the question they were asked and continues on with additional information that is no longer answering the original question.
As an action learning coach, how would you handle the following situation:
A member responds to a closed question with an open answer.
As an action learning coach, how would you handle the following situation:
A member makes a particularly prejudicial remark. For instance – women don’t belong in the work force.
As an action learning coach, how would you handle the following situation:
An extraordinarily deep question is asked. The responder sits quietly for a minute than begins to weep.
As an action learning coach, how would you handle the following situation:
A member checks their voice mail during break and receives disturbing news. For instance – they are an emergency room nurse and one of their patients from the night before didn’t make it.
As an action learning coach, how would you handle the following situation:
A member bangs their hands on the table and stands angrily.
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 team is involved in generating a number of alternative perceptions, ideas, opinions, facts, etc. The team focuses on only one (e.g., debating their merits or validity) and omits other items from explicit consideration.
As an Action Learning Coach how would you handle the following situation:
The team you are coaching is working on a critical corporate problem in a leadership development program. The leadership program and work on the project is scheduled to be completed over six months. Two of the eight people in the group do not show up routinely.
Has anyone encountered a situation with more than 8 people (say 10), all active in an AL set… If yes, it would be interesting to know what happened, any lessons learned…
I have encountered this in a session yesterday and I wonder if any one has some creative ideas.. As an Action Learning Coach how would you handle the following situation:
During the session PP./TM posed a question to the group and the first response was a question back to her. The question to her was partially related to her question and partially a follow up on the questions that PP was answering just before she posed the question to the group.
When working with a client on a business problem through action learning, I ask the sponsor or problem owner to answer a number of questions, in writing, before the first session starts. I have created a one page form with the following questions:
Describe the problem … describing context, history and some basic data, key people and departments involved.
Why is solving this important ? What has been tried in the past, and was this partly successful or not successful at all ?
What do you expect of the team, in terms of recommendations only, or recommendations and actual implementation ?
What would be your definition of ‘success’ of the team addressing this challenge ?
What is your experience with asking the sponsor to describe his/her problem ahead of the first meeting ? Do you use any other questions ?
During the Single Problem Action Learning session, the coach reminds all team members a few times that they have to think about the actions they will commit to at the end of the session, in preparation for the follow up session. When the coach asks for the actions at the end of the session, several people have listed the same or nearly identical action. How would you react as coach ?
What do you do as a coach when a team member asks a question which is obviously in no way related to the problem presented? I.e. the team is working on an organisational culture problem and the next question is “Does anyone in the group have a preference for where we have lunch?”