Scenario: Action Assistance
Tags: Action Leaning, Action Learning Coach, WIAL, WIAL Action Learning, WIAL Talk
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Tags: Action Leaning, Action Learning Coach, WIAL, WIAL Action Learning, WIAL Talk
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ZAMORA DAMIÃO MARIA DE LURDES
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Perhaps the most interesting would be to ask the group, which is sovereign, what would be the best solution to this request. On the other hand, if the participants are members of a team, the presenter the leader and the problem involved everyone, it would be quite natural to question this, but it would still be a group decision.
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Jiang Jie
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This request requires a team to respond to whether it can help with the implementation. As a coach, what I need to do is to observe everyone’s wishes and confidence. I can help team identify the reasons for lack of will or anxiety through questions, then coach the team define, analyze and find action plans. In this process, I only need to remain curious and trustful. The decision is based on the team.
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Vicky Glanville
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I would ask the team if they wish to do this and ask for a team consensus. If they don’t wish to I would ask the PP to pick this up after the AL session.
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Desdra Bascombe
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Team consensus is necessary for rendering further assistance re: implementation. The Action Learning technique is very powerful because it creates a safe space to explore a challenge from many different perspectives. The diversity in perspectives and skill sets sometimes found in an action learning group enables broader thinking and inclusiveness not always found in functional work teams. The benefits of the technique are many. It’s possible in this scenario, that participants will go beyond the scope of the Action Learning problem and that multiple talents and perspectives will be utilized to define and eventually solve the problem as well as aid in its implementation.
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Jiang Jie
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First, I will be curious and waiting to see how team members respond and feel their emotions and energy.
Secondly, whether the team members accept this request, I will have complete belief, there will be no judgments and suggestions, I believe this is their choice. For the final choice, I will ask: “Why do you have such a choice?”, “What is more important to everyone?”, “What new discoveries have we made on this decision? “, and “What resources are available to help our decision? “. Ask questions to bring you new discoveries and stick to decisions.
Finally, if the team can’t make a decision, I will ask questions and lead to thinking: “I found it difficult to reach an agreement on this decision. Did everyone find out?”, “What hinders us from reaching an agreement?”, “What is the impact of this?”, and “How do we get alignment?”.
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Magdalena Stefanska
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As working on the implementation of actions is not an objective of the session, first I would wait and observe the reaction of the team. If its members agree to support the problem presenter, as a coach I would ask how they can do it (How you can contribute to the plan of action? How you can support the problem presenter in implementing the action?). I would also ask the problem presenter what kind of support is needed in the implementation of the plan. Nevertheless, I would remind the goals of the session and do not insist on the consensus or any further obligations here. If the team does not agree to support the problem presenter I would ask him/her who else can be involved in the implementation of action and once again remind the objectives of the session.
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