Scenario: Coach Useless(2024)
Tags: Action Learning, ActionLearning Coach, Team Coach, WIAL, WIAL Action Learning, WIAL Talk
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Tags: Action Learning, ActionLearning Coach, Team Coach, WIAL, WIAL Action Learning, WIAL Talk
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Ilona Patrycja
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As a coach, I would pause the group’s work and once again explain the role of the coach in Action Learning. I would also remind that the coach asks questions about the group’s work, helps the group and individual participants develop, but doesn’t ask questions about the problem the group is solving.
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b t hang tuah baharudin
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First of all, I would address the group by explaining the role of a coach in Action Learning is to guide the team and the solutions are coming from the team members. Furthermore, the coach is to guide the process of learning – team member demonstrating their leadership competencies. After making everyone understand my role, I would ask team to evaluate the current process. Do they come to understand the real problem and working towards formulating a solutions? Is the AL process help the group in understanding the real situation?
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li laura
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As a coach, I would explain the role of the coach in Action Learning again. I would say, “The role of an action learning coach is not to be involved in problem solving, and to focus on the learning opportunities and capacity enhancement of everyone in problem solving.”
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Angela Scurlock
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I would use the power of the team. I would ask “How does the team see the role of the coach in action learning?” This allows the group to reaffirm that they understand the role of the coach and provides help to the person that is struggling with the coaching role.
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Kant Srithundorn
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As an Action Learning coach, I will ask them to allow to provide the definition of Action Learning, its six components, and the two ground rules again. Then, I will ask the team about the potential benefits they could gain from the session. Once we align objectives and processes, I will continue to let the team work in the session.
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Gil Vaillant
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I would intervene for two reasons:
(1) as a coach it is important to set the tone for the AL session and
(2) the question is a good learning opportunity for the group.
I would say: “I’ve observed a team member querying whether the coach is valuable or necessary for the team to solve its challenge today. Team, what is the impact of this on our problem solving?”
I would follow this up by asking: “Why is the coach important to the team’s learning and problem solving?”
Finally I would finish the intervention by asking: “How would the team like to proceed?”
The question might be an unnecessary distraction from the problem solving process that the team already agreed to be a part of, so it’s important to set the right tone by addressing what has been raised and closing the discussion with how the team agrees to proceed.
The question might also be an opportunity for the team to reflect on how they usually go about problem solving, which could offer helpful insights to frame the actions of team agrees on in the session.
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Sarah Tennyson
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I would assume at first that the participant is asking this question of the group and I would wait to see if anyone in the group answers the question. If nobody responds, I might ask: ‘what is your own answer to that question?’ or I might ask the group ‘who has a response to that question?’ I am reading the question as having a tone of veiled frustration, or a desire to challenge the authority of the coach’s role and I would try to phrase a question that allowed the person to express what they are really thinking. My intention with an intervention would be to help the group learn more about the value of non-experts in action learning.
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Andrew Rahaman
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As an action learning coach, my role is distinctly focused not on solving problems but on enhancing the learning and problem-solving capacity of each team member and helping them develop leadership competencies. I would say, In action learning, the solutions are driven by you, the team members, while my responsibility is to steer the learning process. This involves guiding each of you in demonstrating and evolving your leadership skills. It’s important to understand that my questions and guidance are designed to provoke thought and foster a deeper understanding of the issues at hand, rather than to provide direct answers.
Additionally, I’ll add .. If there are doubts about the effectiveness of this method, let’s revisit the definition of action learning, its core components, and our fundamental rules. By doing this, we can ensure everyone is aligned and understands how this approach empowers us to draw on our collective expertise to find innovative solutions. Furthermore, a question like this has arisen and turned it over to the group — so, who feels they can contribute to this discussion? This practice not only validates the collaborative nature of our sessions but also emphasizes that real insight and solutions come from within the team
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Yi Wei
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I would emphasize that the coach’s primary function is not to be an expert in the subject matter but to facilitate the learning process.
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