As an Action Learning Coach how would you handle the following situation:

The team is involved in generating a number of alternative perceptions, ideas, opinions, facts, etc. The team focuses on only one (e.g., debating their merits or validity) and omits other items from explicit consideration.

As an Action Learning Coach how would you handle the following situation:

The problem presenter schedules a half hour meeting immediately before the Action Learning session. During this meeting they present their solution to the problem about to be discussed in the Action Learning session.

As an Action Learning Coach how would you handle the following situation: In the midst of a corporate problem that deals with developing a business development strategy for an organization with declining business, the company is purchased by a large conglomerate

As an Action Learning Coach how would you handle the following situation:

The team you are coaching is working on a critical corporate problem in a leadership development program. The leadership program and work on the project is scheduled to be completed over six months.  Two of the eight people in the group do not show up routinely.

I have encountered  this in a session yesterday and I wonder if any one has some creative ideas.. As an Action Learning Coach how would you handle the following situation:

During the session PP./TM  posed a question to the group and the first response was a question back to her. The question to her was partially related to her question and partially a follow up on the questions that PP was answering just before she posed the question to the group.

As an Action Learning Coach how would you handle the following situation:

One team member begins to make fun of one point the group is discussing. Initially, this is creative and brings happiness to the group. Then this joking is repeated sequentially among team members … a competition emerges to come up with the most creative joke. 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!

When working with a client on a business problem through action learning, I ask the sponsor or problem owner to answer a number of questions, in writing, before the first session starts. I have created a one page form with the following questions: Describe the problem … describing context, history and some basic data, key people and departments involved. Why is solving this important ? What has been tried in the past, and was this partly successful or not successful at all ? What do you expect of the team, in terms of recommendations only, or recommendations and actual implementation ? What would be your definition of ‘success’ of the team addressing this challenge ? What is your experience with asking the sponsor to describe his/her problem ahead of the first meeting ? Do you use any other questions ?
During the Single Problem Action Learning session, the coach reminds all team members a few times that they have to think about the actions they will commit to at the end of the session, in preparation for the follow up session. When the coach asks for the actions at the end of the session, several people have listed the same or nearly identical action. How would you react as coach ?

What do you do as a coach when a team member asks a question which is obviously in no way related to the problem presented?  I.e. the team is working on an organisational culture problem and the next question is “Does anyone in the group have a preference for where we have lunch?”