As an action learning coach, how would you handle the following situation:
Your favorite tool for diagraming a problem is a mind map. You know doing this would help the team see this problem much more clearly.
As an action learning coach, how would you handle the following situation:
A higher ranking participant of the team decides to pull rank and asks another team member – “Do you want to stay employed?”
As an action learning coach, how would you handle the following situation:
The teams members are locked to the table. They are adhering to the two grounds rules but not making use of any other resources.
As an action learning coach, how would you handle the following situation:
You say “may I do a checkin?” and a team member says “NO”
As an action learning coach, how would you handle the following situation:
You’ve been working many hours and the team is clearly exhausted.
As an action learning coach, how would you handle the following situation:
A member of the team decides they know the problem and the solution, so they will sit quietly until everyone else figures it out.
As an action learning coach, how would you handle the following situation:
A member of the team doesn’t understand the process and decides “EVERYONE” doesn’t understand.
As an Action Learning Coach how would you handle the following situation:
The team agreed to a 15 minute break, it’s 30 minutes before you get everyone back in the room and ready to restart.
As an Action Learning Coach how would you handle the following situation:
When members of the team read their problem statement, what they read is clearly a solution. For instance – “Joe needs to hire me to do a team building activity with his team”.
As an Action Learning Coach how would you handle the following situation:
You are coaching a leadership development program with a group of senior engineers…One of them is a Six Sigma Black Belt with years of experience in problem solving methods. During the middle of your second meeting to frame the problem, the Black Belt notes that it is taking way too long to come to agreement on the problem. Some of the Type A members of the group nod their heads in agreement. What do you do?
As an Action Learning Coach how would you handle the following situation:
The team is attempting to analyze the problem situation in a search to identify the one key variable that they can influence or change to create movement in the direction of their established goal or end result. They are debating the relevance of only a few factors and seem to be ignoring the probability that the problem situation was caused or is perpetuated by multiple factors.
As an Action Learning Coach how would you handle the following situation:
Every time the team seems close to getting to consensus a question is asked that takes them someplace else. You realize there are two levels that are being looked at – some participants are focused at a single group level (How do I address this with my group?), others at a corporate level (How do I address this with all groups?).
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