As an action learning coach, how would you handle the following situation: The teams has been working on fleshing out a breakthrough solution to a problem that has been haunting the organization for years. A long term employee stops by just long enough to tell them it won’t work.
As an action learning coach, how would you handle the following situation: The team starts brainstorming some great solutions; stopping short of actually developing a fully and clearly implementable plan.
As an action learning coach, how would you handle the following situation: The team seems to be at consensus but continues to question the nature of the real problem.
As an action learning coach, how would you handle the following situation: A participant is convinced of the true nature of the problem and repeats the same questions over and over in an effort to persuade the others, even after others have made it clear that they don’t believe that is where the real problem is, that what this particular participant is advocating is just another symptom.
As an action learning coach, how would you handle the following situation: During the learning checkin the team has identified all of the learning opportunities you had noted both in terms of what went well and what could be better.
As an action learning coach, how would you handle the following situation: A participant is asked to take an action and declines because they know they do not have time to complete it.
As an action learning coach, how would you handle the following situation: A participant shows up for a session and has not completed the promised action.
As an action learning coach, how would you handle the following situation: At the end of the session, several participants have practiced many of the leadership skills that were written up.