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.
As an action learning coach, how would you handle the following situation:
During the session someone jumps up to the easels and starts capturing the important things that are said.
As an action learning coach, how would you handle the following situation:
As the problem progresses you realize you have a poignant piece of information that could be tremendously useful to the team, as the problem they are discussing is in your field of expertise.
As an action learning coach, how would you handle the following situation:
Just prior to the beginning of the meeting, the group is informed that a member has been asked by her boss to handle an emergency, and will not be able to join the group for the first 2 hours of the session.
As an action learning coach, how would you handle the following situation:
The team is working hard to come up with a single well defined problem statement. They’ve realized the problem is multifaceted and are struggling coming up with a single problem statement that covers all the aspects of the situation.
As an action learning coach, how would you handle the following situation:
The problem presenter decides this is a game where the team members have to guess what s/he is thinking the real problem is. Consequently, they keep their answer as short as possible, to the point of being evasive.
As an action learning coach, how would you handle the following situation:
The team has clear actions and a solution before the allotted time for the session has expired. You are uncomfortable that they have missed something.
As an action learning coach, how would you handle the following situation:
Many statements are made in response to a question that was posed to everyone.
As an action learning coach, how would you handle the following situation:
Team members are not adhering to the norms they agreed to.
As an action learning coach, how would you handle the following situation:
Someone asks a great open question, then follows it with a couple choices for the response. For example- What is it that bother you most about this situation? Is it A or is it B?
As an action learning coach, how would you handle the following situation:
One of the participants asks a question of the entire team, after a single answer another question is asked and the team moves on to the next question.
As an action learning coach, how would you handle the following situation:
The team is working on a problem for a single session. One of the members tells you that they already have it figured out – both the problem and the solution- so they will not disrupt the process and sit quietly until everyone else figures it out.
As an action learning coach, how would you handle the following situation:
The team members address various perspectives of the problem. Clearly seeing multiple views as to the true nature of the problem. They ask questions that cause them to bounce from one perspective to another to another to another and back to the first. They continually repeat the cycle without settling on which aspect of the challenge to address.