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 having trouble coming to consensus.
As an action learning coach, how would you handle the following situation:
The members were enthusiastic to help the problem presenter. They asked many good questions. However, the problem presenter responded it’s confidential information and would not answer some of the questions. Members felt they were not able to help the problem presenter if their questions were not answered. Consequently, they could not see the value of action learning in this instance. But the problem presenter felt the session was useful to him in addressing his problem.
As an action learning coach, how would you handle the following situation:
The team starts to identify actions before the end of the session.
As an action learning coach, how would you handle the following situation:
A participant makes a statement followed by do you agree?
As an action learning coach, how would you handle the following situation:
A participant playfully hits another member on the back of the head.
As an action learning coach, how would you handle the following situation:
Someone asks a question that changes the depth and understanding of the true nature of the problem.
As an action learning coach, how would you handle the following situation:
A participant says – Why do we need a coach that doesnt understand our work to ask us questions?
As an action learning coach, how would you handle the following situation:
Someone decides they don’t like having to follow the rules and threatens to leave.
As an action learning coach, how would you handle the following situation:
You are coaching a leadership development program with a group of senior engineers…One of them is a Six Sigma Black Belt with years of experience in problem solving methods. During the middle of your second meeting to frame the problem, the Black Belt notes that it is taking way too long to come to agreement on the problem. Some of the Type A members of the group nod their heads in agreement. What do you do?
As an action learning coach, how would you handle the following situation:
A team member asks if you have any suggestions on how to solve the problem
As an action learning coach, how would you handle the following situation:
You’ve been randomly calling for participants to read their problem. The problem presenter consistently waves you off – waiting until lasts to read their version of the problem.
As an action learning coach, how would you handle the following situation:
The problem presenter asks a question.
As an action learning coach, how would you handle the following situation:
The team members have gotten off track with their questions and are now investigating an unrelated issue.
As an action learning coach, how would you handle the following situation:
The group looses concentration and focus on the problem they are suppose to be working on …. They are primarily focused on clowning with each other!