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 agree. Others are seeing what this person is advocating as another symptom – not the real problem.
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:
When checking in with the team they have a particularly deep learning around something they identified. You still have one more thing on your list of potential learnings.
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:
After the actions are defined the problem presenter asks for help implementing them.
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.
As an action learning coach, how would you handle the following situation:
At the end of the session, a participant hasn’t practiced their leadership skill.
As an action learning coach, how would you handle the following situation:
A participant does something in direct contradiction to their chosen leadership skill.
As an action learning coach, how would you handle the following situation:
A participant does something that strongly exemplifies their leadership skills.
