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, encountering a situation of “broken trust” is challenging but also an opportunity to reinforce the principles of Action Learning and help the group rebuild trust. What the coach can do may include:
1. Acknowledge the situation and create a safe space by facilitating a group discussion and validate emotions.
2. Reinforce confidentiality and regain commitments.
3. Address the team member who breached trust through private conversation.
4. Provide support to the affected member. Discuss her she would like to move forward and what support she needs from the group.
5. Use the situation as a learning opportunity by asking reflective questions like:
“What have we learned about trust and confidentiality from this situation?”
“How can we ensure that our actions align with our commitments as a group?”
In a situation like this, I would first acknowledge the emotional weight of what happened. If a participant feels betrayed, especially after trusting the group with something personal and vulnerable, that’s not something to brush past. I would pause the session and bring the group together to address what happened, not to place blame, but to reflect on the breach of the confidentiality agreement we committed to.
I would ask a question that helps the group reflect on both the impact and the values at stake. Something like, “What does confidentiality mean in this space, and what happens when it’s broken?” or “How do we rebuild trust when it’s been compromised?”
My goal wouldn’t be to fix the relationship in the moment, but to help the group take responsibility for the dynamic and think about how they want to move forward. I would also make sure the participant who was affected has the chance to speak, if and when she’s ready, without being pressured. I would check in with both parties afterward to support their individual processing.
For me, trust is foundational. Without it, real learning and growth doesn’t happen. How the group navigates this could actually be an important learning opportunity.
Rachel Wang
| #
As an Action Learning Coach, encountering a situation of “broken trust” is challenging but also an opportunity to reinforce the principles of Action Learning and help the group rebuild trust. What the coach can do may include:
1. Acknowledge the situation and create a safe space by facilitating a group discussion and validate emotions.
2. Reinforce confidentiality and regain commitments.
3. Address the team member who breached trust through private conversation.
4. Provide support to the affected member. Discuss her she would like to move forward and what support she needs from the group.
5. Use the situation as a learning opportunity by asking reflective questions like:
“What have we learned about trust and confidentiality from this situation?”
“How can we ensure that our actions align with our commitments as a group?”
Reply
ANGELINA ALICEA
| #
In a situation like this, I would first acknowledge the emotional weight of what happened. If a participant feels betrayed, especially after trusting the group with something personal and vulnerable, that’s not something to brush past. I would pause the session and bring the group together to address what happened, not to place blame, but to reflect on the breach of the confidentiality agreement we committed to.
I would ask a question that helps the group reflect on both the impact and the values at stake. Something like, “What does confidentiality mean in this space, and what happens when it’s broken?” or “How do we rebuild trust when it’s been compromised?”
My goal wouldn’t be to fix the relationship in the moment, but to help the group take responsibility for the dynamic and think about how they want to move forward. I would also make sure the participant who was affected has the chance to speak, if and when she’s ready, without being pressured. I would check in with both parties afterward to support their individual processing.
For me, trust is foundational. Without it, real learning and growth doesn’t happen. How the group navigates this could actually be an important learning opportunity.
Reply