As an action learning coach, how would you handle the following situation:
A team member attempts to do a process check for you, but handles it abruptly. For instance – instead of checking without judgement, they turn to another team member and say – “I’ve observed significant tension from you, what’s the impact of that on the team?” The other team member gets angry and says – “I wasn’t tense! Now I am!”
As an action learning coach, how would you handle the following situation:
A team member does a process check.
As an action learning coach, how would you handle the following situation:
The team has reach consensus on the problem and the goal but is having trouble transitioning to the solution phase.
As an action learning coach, how would you handle the following situation:
At the start of the session a participant gets up and closes a door.
As an action learning coach, how would you handle the following situation:
The team is working on a porch with windows around three sides. As the session starts two participants stand up at the same time. One walks to one side of the room and closes a window, the other walks to the other and opens a window.
As an action learning coach, how would you handle the following situation:
The session has been going for a long stretch and participants start stepping out to use the bathroom.
As an action learning coach, how would you handle the following situation:
The participants have been directed to participate in the Action Learning session but believe it’s a waste of time.
As an action learning coach, how would you handle the following situation:
A year earlier there was a merger in the organization. All fun elements had been stopped – picnics, team outings and were replaced with ridged procedures. The team was tasked with determining was to bring back fun in the work place. The top HR person on the team is convinced it can’t happen and derails every idea.
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:
The team is starting to ask the same questions over and over again.
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.