As an action learning coach, how would you handle the following situation:
A team member who is neither the responder nor the questioner, becomes withdrawn after listening to the exchange that has just taken place.
As an action learning coach, how would you handle the following situation:
Two vocal members chit chatted with each instead of engaging in the problem solving. Their behavior repeated despite the intervention with team consensus to have one conversation at a time.
As an action learning coach, how would you handle the following situation:
As team members come in and sit down all the participants in leadership roles sit on one side of the table; everyone else on the other.
As an action learning coach, how would you handle the following situation:
The team has decided they should capture the themes that they are hearing on the white board. As they begin someone asks another question that leads them back to investigating the problem.
As an Action Learning coach, how would you manage a situation whereby during the session, the Problem Presenter, the one with the highest authority within the team continuously prompts other team members to ask questions because he is impatient?
As an Action Learning coach, how would you manage a situation whereby team members are having lots of fun and laughter, cracking jokes with each other and disrupting the session that results in no outcome?
As an Action Learning coach, how would manage a session whereby team members have had bad experiences with each other previously, hence placing the psychological safety of the session in jeopardy? Team members were selected by the sponsor.
As an Action Learning coach, how would you manage a session whereby team members are from diversed backgrounds and they are fluent in their own languages? As the coach, you have the ability to provide translation, both for the questions put forth and statements of respond, but the concern is that the essence of the session would be lost.
As an action learning coach, how would you manage the following situation: Team members are introduced to each other before the session starts. The Problem Presenter clearly expresses his distrust towards other team members, stating that they are not experts in the field related to his problem.
As an action learning coach, how would you handle the following situation:
The group has been processing particularly well, but it has been more than 30 minutes since the last intervention.
As an action learning coach, how would you handle the following situation:
You are presenting an Introduction to Action Learning. You ask for someone to volunteer a problem. The problem presented is “I need to upgrade the operating system on my computer.”
As an action learning coach, how would you handle the following situation:
A participant asks another participant to explain what the intent behind their question was. For example, saying – “It feels like a there is a question behind your question. I’m curious what that question is?
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:
Two teams during a leadership development program agree to complete confidentiality. During the break they chat with members of the other team about the problem they are working on.
As an action learning coach, how would you handle the following situation:
A team member is sharing during an intervention and says – Wow, I can’t believe I just shared that, I can’t believe how comfortable I’ve become with this team.