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?”
Rachel Wang
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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?”
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