As an action learning coach, how would you handle the following situation:
Someone decides they don’t like having to follow the rules and threatens to leave.
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:
A team member asks if you have any suggestions on how to solve the problem
As an action learning coach, how would you handle the following situation:
You’ve been randomly calling for participants to read their problem. The problem presenter consistently waves you off – waiting until lasts to read their version of the problem.
As an action learning coach, how would you handle the following situation:
The problem presenter asks a question.
As an action learning coach, how would you handle the following situation:
The team members have gotten off track with their questions and are now investigating an unrelated issue.
As an action learning coach, how would you handle the following situation:
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!
As an action learning coach, how would you handle the following situation:
You’ve been working with several teams in the same organization for months. As you are walking to one of your sessions you hear an employee say – Hey we could really use a pizza man for this discussion.
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 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:
At the start of a check in you promise the team member that had just started to ask a question that you will return to them for the first question when you are done.
As an action learning coach, how would you handle the following situation:
A participant explains what they believe the problem is rather than just reading what they have written.
As an action learning coach, how would you handle the following situation:
The team has come to the realization that the problem presented has many aspects to it and they only have a limited amount of time to work on it.
As an action learning coach, how would you handle the following situation:
A participant asks everyone a question. Gets an answer from everyone and one of the participants ask the person who initially asked the question – “what are your thoughts?”
As an action learning coach, how would you handle the following situation:
A team member leaves the room angrily.