As an action learning coach, how would you handle the following situation:
A team member says they feel closer to the members of their Action Learning team they have been working with the last couple days than people they have worked with for 30 years.
As an action learning coach, how would you handle the following situation:
Your team is working for 2 half days on a project. They have done an amazing job the first afternoon. As they are gathering the next morning a new participant joins the group.
As an action learning coach, how would you handle the following situation:
One of the participants does something that strongly supports their leadership skill.
As an action learning coach, how would you handle the following situation:
One of the participants suggests that each team member draw a picture of what they see the problem is. Everyone is enthusiastic to give it a try.
As an action learning coach, how would you handle the following situation:
A participant responds to the question they were asked and continues on with additional information that is no longer answering the original question.
As an action learning coach, how would you handle the following situation:
Several participants are answering the questions extensively, including repetition, history, minute details and ancillary information.
As an action learning coach, how would you handle the following situation:
Someone asks a series of questions without waiting for an answer.
As an action learning coach, how would you handle the following situation:
The team is running out of time and does not have clear next steps.
As an action learning coach, how would you handle the following situation:
Someone answers a question that was asked of someone else.
As an action learning coach, how would you handle the following situation:
Some of the group members direct questions to you since they were aware you had knowledge of the situation; despite you repeatedly stating your role as coach.
As an action learning coach, how would you handle the following situation:
A member stands during a session continuing to stay engaged with the problem solving.
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 team in a single problem action learning set asks questions to the sponsor (the boss). In addition to answering the question, the sponsor talks about the context, history, options, ideas for solutions, etc., etc. As coach, you’ve asked the boss – “what question are you answering?” The boss indignantly says that one. You ask what was it? He says – “I don’t know.” This happens with each question regardless of whether it is closed or open. The team members are uncomfortably aware of this high power distance (respect for authority) and say it’s ok.
I would ask the problem presenter if they agree that what the team is saying is actually the problem. I would then ask that the group focus during the next segment on asking questions related to that problem. I would give them a decent amount of time so that they don’t rush, and by asking questions I think they will uncover underlying issues.
Time for an intervention! If the team is going around in circles, the questions they have been asking aren’t getting answered to anyone’s satisfaction. I would ask the team what they think they are doing well and what needs improvement, and I would myself answer the latter (after they have had a chance) by saying I think they are asking the same questions over and over. I would note these questions and ask the group why they think no one has been able to answer these completely as yet, prompting them to think about these questions from a new perspective. Then I would ask them to see if they have agreement on the problem, and we would move on to the next segment.