Scenario: Chit Chat
As an Action Learning Coach how would you handle the following situation:
Two vocal members chit chatted more often with each other. Behavior repeated despite the intervention with team consensus to have one conversation at a time.
Tags: Action Learning Coach, WIAL Action Learning, WIAL Talk
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Stan Oawster
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I’ve used the sequence for handling difficult situations and it works well. I’ve observed chit-chat, has anyone else observed this? What’s the impact of this on the team? How do we want to handle it? What would the impact of doing that be on the team? The method does not call anyone out and creates good learning for the group and establishes group ground rules that the group can police going forward.
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Tiffany Maurycy
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This becomes a Police Check-In because the team broke a rule they set – having one conversation at a time. How many conversations are happening right now? What norm was established by the team? What might be the impact on the team if we all fully committed to this norm?
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elbertor
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I would intervene and say that I have observed side conversations are still happening, anyone else observed this? What are some of the reasons why this happens? What is its impact on the team?
I would then ask the team to recall previous agreements. Does this consensus still apply (i.e. One conversation at a time–it is possible, after all, that depending on the responses the team for whatever reason would be fine with abandoning this) If not, what can we do to keep each other focused on and engaged with a single conversation? How can we support each other so we can do what we all agreed we would do?
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yeungpatel
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The coach should ask questions that will get the attention of the two vocal people. The following questions can be asked:
1. What is the engagement level of the members, including PP?
2. It’s be noticed that some members are chit-chatting, what are the impacts to the team?
3. How do you want the team to contribute?
4. If the two vocal are still keen on chit-chatting, questions can be directed to them. “Member X, how do you want the team to progress?
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Guntoro
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I will ask Team, “I notice that question and response only between two of us, what do you think, Team? Any other member to response?”
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RAIMI BIN SIRAJ
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I would intervene with, “Team, how do you rate the team progress from the scale of 1-10?” It is to attract other team members attention. Once the member has responded, I will continue with ” Team , how shall we progress from here?” This is to cultivate team commitment. My intervention is to encourage other members to participate without discouraging the 2 vocal members.
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Elcee Asuncion Villa
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I will do another intervention –
Team, on a scale of 1 – 10, how well are we adhering to previous team agreements?
What are we doing well?
What can we do better?
Drawing from their language I might asking something to the effect of how private chit chats might impact the team, and how they would like to move forward. I does not put people on the spot, and the team might even be able to identify best practice actions for their future meetings.
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Shuk-ha, Jennifer CHAN
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Intervention with question “Do anyone notice more than one conversation?” “Team, would like to move on or discuss any impact to the team?” “How can we doing better?”
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Nicole
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I would use body language to invite these two vocal members joining the group conversation. I may lean slighly to them, smile and keep eye contacts with them. And ask them” do you have any questions to ask?”
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DrBea
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This is one of those that needs to be brought to awareness and leave the team to determine a path forward as there is no rule against side conversations – but this team has already established the norm of just one conversation.
My questions –
I’ve observed a norm that we’ve established is not being followed. Has anyone else noticed that?
What’s the impact on a team when norms that we establish aren’t followed?
How will we old ourselves and each other to adhering to our norms?
Happy Coaching
Bea
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Bolen Pech
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As a Action Learning Coach, I would first ask general question, “Team, from 1-10, how would you rate the level of participation of the team to presented problem?”, they would come up with some number, then I would continue, “how would you make it a 10?”. If the team did not or could not notice the chit-chat, I would ask, “Team, is everyone here focusing on the same presented problem and is asking relevant questions to help the problem presenter?” “So how can we do so that the whole team can be more focused on the presented problem?” I can also do the looping such as “What would be the impact of the team losing focus on the presented problem?” After they realize the chit-chat and agree on ways forward, then, I will ask, “Who has the next question?”
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Barbara Sanchez
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What a good learning opportunity to intervene as AL Coach. I will check with the team, “How is the team doing and what is the level of participation/engagement, on a scale of 1 to 10?” After doing the round of the team members to get their individual responses, I will follow-up with another question on what would be the impact to the team if not everyone is engaged in the team discussion.
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PUVANESWARAN KUNASEKARAN
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As a learning coach, I will try to get the attention of the targeted two members by asking a series of questions to all the members:
1. Team, on a scale of 1 – 10, how is the participation as a team?
2. What are the impacts to the team when some members are chit-chatting?
3. How can we do better?
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Havan Amin
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As a coach, I would first observe how the group reacts to the situation. Next, I will intervene between their conversations and sketch the situation that I have just observed.
“I have observed that two members are chit chatting, more often with each other, despite our team consensus to have one conversation at a time. How is this affecting the team? And on a scale of 1 to 10 how would you rate the impact on the team?
Afterward, I will ask the two members who were chitchatting to explain what the subject was that they were talking about. In addition, I would ask them why they did not want to share it with us.
To finalize the session I would ask the following two questions:
1. What can we do and how can we make sure that this situation does not happen again?
2. What level of security do these team members need to be able to ask their questions to the whole team?
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Havan Amin
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***NEW, IMPROVED VERSION:
As a coach, I would first observe how the team responds to the situation. Next, I will intervene between their conversations and sketch the situation that I have just observed.
“I have observed that two members are chatting with each other, despite our team consensus to have one conversation at a time. How is this affecting the team? And on a scale of 1 to 10 how would you rate the impact on the team?”
Afterwards, I will ask the two members who were chatting to explain what the subject was that they were talking about. In addition, I would ask them why they did not want to share it with us.
To finalize the session, I would ask the following two questions:
1. What can we do to make sure that this situation does not happen again?
2. What level of security do these team members need to be able to ask their questions to the whole team?
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Thitiwan Sinthunok
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– I will take intervene by remind the time at first.
– I will ask the team for rate performance of the session.
– I will ask the team, about the progress of our session , and how the team want the session to be. (let’s team reflect)
– I will ask team what would we do for improve our team efficiency.
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jefferson Cua
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I would intervene and state my observation that members were chit chatting during the process. I would ask if they want to raise a concern. Depending on what they raise as a concern, I would ask the other members how they would want to proceed,
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Kanokwan Srisunthorn
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I will intervene and and ask “What is the team’s participation, scale 1-10?”. What is our ground rule? “How can we do better?” This is postive way of influence the team to follow Action learning flow and focus on the team’s working.
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Chun Tyng LOW
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“Team, I have notice some of members chit chatting during the learning process, is there any interesting topic would like to share in the team.” If there is no response, ask again, “How can we improve our team learning ahead.”
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Monique Reynaers
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I would make an intervention and say that I notice chit-chat. Do others also notice this? What is the effect on the group? How can we do this differently? Who can ask the next question?
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Karla VERSOLATO
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As a coach would you ask the group – one to ten how much we are doing what we agreed on in our last agreement to have one conversation at a time? Why is this important? How will we do this in this group?
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SUTHIRAPORN PRIPREM
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I would lean in and intervene by looking at those two members who chit chatting first and ask the team
1) How is the collaboration of our teamwork?
2) Is the collaboration of teamwork important for finding real problem?
3) How can each member do for our teamwork?
And end up by repeating that our team consensus is to have one conversation at a time.
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Tatsawan Preedawiphat
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“I noticed that some of our team members are not asking or answering questions ?
“What will happen if team not follow the 2 ground rules?”
“How do we prevent this from happening again?”
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ratirat joypradit
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“ Team , could you please told me about our ground rule again ? I’ve observed that someone
said without any question . Has anyone else noticed that? “
“ What’s the impact with team ? “
“ How will we plan to do in after this ?”
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Paweena Aramrattana
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As an Action Learning Coach I would ask;
Team, how well are we adhering to previous team agreements “one conversation at a time?
After they answer that some members still chit chatted : ask why is this situation still occurred?
What is impact if we can have one conversation at a time?
What is our decision for effectiveness of the session?
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Wongwarut Traiwut
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I will intervene in the following way “Team, I noticed that there still be the side conversation here” “What is the impact if we all focus in one conversation?” “What should be our mutual agreement for this session?”
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