As an action learning coach, how would you handle the following situation:
As you are watching the team you realize there are 5 strong extraverts and one introvert on the team. The introvert does not appear to be participating. When you ask – How is the balance of participation? The introvert says I am participating it just takes me longer to process and I keep missing the opportunity.
As an action learning coach, how would you handle the following situation:
Two team members were arguing in the hall before the session started. As soon as one says something, the other rolls their eyes and mumbles something under their breath.
As an action learning coach, how would you handle the following situation:
As you are watching the team you realize the team is only talking to each other, they are not taking into account the learning styles of all participants. For instance – visual learners
As an action learning coach, how would you handle the following situation:
The team wants the last 15 minutes to finish up the problem instead of doing the final reflection.
As an action learning coach, how would you handle the following situation:
A team member asks a process question. (more specifically they steal the job of the coach).
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:
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:
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:
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.