As an action learning coach, how would you handle the following situation:
Well answering the question What could be better? the team slips back into problem solving even though you have not concluded the check in.
As an action learning coach, how would you handle the following situation:
During the session you realize no one is taking notes.
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:
The team decides to capture some of the information they are discussing on a white board. The person that moves to the white board flips the leadership skills out of view.
As an action learning coach, how would you handle the following situation:
A member of the team bangs their hands on the table and stands angrily.
As an action learning coach, how would you handle the following situation:
During the session a team members phone rings and they leave the group to answer it.
As an action learning coach, how would you handle the following situation:
The team has agreed they are at consensus as to the true nature of the problem. When you ask who has the next question they continue to question the nature of the problem versus moving towards solutions.
As an action learning coach, how would you handle the following situation:
The team has generated a number of alternative perceptions, ideas, opinions, facts, etc. as to the true nature of the problem. Then the team starts focusing in on one (e.g., debating the merits or validity of the specific component) and omits other items from explicit consideration.
As an action learning coach, how would you handle the following situation:
A team member finally asks the question that you knew would bring the whole situation to light. The rest of the team responds but is confident that is not where the real problem lies.
As an action learning coach, how would you handle the following situation:
As you are opening the session and reinforcing the ground rules, two participants start chatting with each other (theyve been in many session and already know the rules).
As an action learning coach, how would you handle the following situation:
The problem presenter locks eyes with you when presenting the problem and appears to be just talking to you.
As an action learning coach, how would you handle the following situation:
You are working with a team new to Action Learning. The first questions is a closed question.
As an action learning coach, how would you handle the following situation:
The team is shifting in their understanding of the true nature of the problem. For instance the original problem is presented as How should we restructure the organization for efficiency? and they are shifting to The communication between team members has eroded to the point that we work against each other instead of helping each other.
As an action learning coach, how would you handle the following situation:
You ask the problem presenter to briefly state the problem but the person continues on for an inordinate period of time not only stating the problem but also describing contextual details related to the problem.
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.