As an action learning coach, how would you handle the following situation:
A participant does something in direct contradiction to their chosen skill.
As an action learning coach, how would you handle the following situation:
All of the questions are directed at the problem presenter.
As an action learning coach, how would you handle the following situation:
The team decides they should be asking each other more questions instead of just asking questions of the problem presenter. However they continue directing all of the questions to the problem presenter.
As an action learning coach, how would you handle the following situation:
The fire alarm sounds.
As an action learning coach, how would you handle the following situation:
After the team members each read out their version of the problem, you realizes there are many aspects to it. When you ask them if they have agreement on the problem they all say close. You disagree.
As an action learning coach, how would you handle the following situation:
A year earlier the organization was a acquired by another company. All fun activities were cut from the budget (picnics, team outings, etc.) and were replaced with ridged procedures. This team is tasked with making the workplace fun again. The top HR person on the team is convinced it will never happen and says so with every idea.
As an action learning coach, how would you handle the following situation:
Your action learning group has met several times, asking questions to better clarify the nature of the problem as presented by the problem owner’s delegate in the initial session. It became clear after the second session that the delegate could not answer most of the questions the group was posing. The group agreed the problem owner should be invited to the next session. The problem owner agreed to 45 minutes at the next session due to his tight schedule. The sessions was rescheduled three times over the next month. The delegate was running into scheduling roadblocks with the problem owner – despite the problem owner’s initial pledge that he was fully supportive of the effort. The delegate was becoming concerned that she was loosing credibility with team members and that they were losing motivation to participate.
As an action learning coach, how would you handle the following situation:
Someone from the team mentions it hot in here, someone else gets up to turn the air conditioner on.
As an action learning coach, how would you handle the following situation:
Part way through the session, one of the members mentioned a meeting they have that will require them to leave early. Several other participants mention they need to go to the same meeting, leaving only 2 participants for the session.
As an action learning coach, how would you handle the following situation:
The team you are coaching is working on a critical corporate problem in a leadership development program. The leadership program and work on the project is scheduled to be completed over six months. Two of the eight people in the group do not show up routinely.
As an action learning coach, how would you handle the following situation:
In attempting to respond to a question the participant starts to cry.
As an action learning coach, how would you handle the following situation:
The organization has prioritized multiple problems for multiple teams to work on. The teams are arguing that they all need to work on the top priority problem.
As an action learning coach, how would you handle the following situation:
You are doing a leadership development program with 8 peers in a consulting firm. One of the participants reports that her boss brought an issue to her yesterday that she had discussed in the action learning group a week ago. She is very upset. (The problem centered around not being given the responsibility that her boss had promised her when she was hired a year ago.) As it turns out one of the other team members decided she could help by going to talk to the boss. The team had agreed to keep what was said during the Action Learning confidential. Consequently, the trust has been shattered for this team member.
As an action learning coach, how would you handle the following situation:
As you are watching the team you realize there are 5 strong extraverts and one introvert on the team. The introvert does not appear to be participating. When you ask – How is the balance of participation? The introvert says I am participating it just takes me longer to process and I keep missing the opportunity.
As an action learning coach, how would you handle the following situation:
Two team members were arguing in the hall before the session started. As soon as one says something, the other rolls their eyes and mumbles something under their breath.