Scenario: Coaches Advice
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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b t hang tuah baharudin
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How has the team responded to the problem this far?
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taweepong pawachalotorn
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I will ask the impact if coach provide suggestion and ask for the learning from them
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Janice Chan
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Team, do we have an agreement that we have identified the problem statement?
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Janice Chan
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What do you think we should do now?
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Andrea Chow
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As a coach, we would still follow the rule of using questions when handling the action learning session. We can ask “I noticed that participant is seeking for suggestions to solve the problem. what is happening?”. Thereafter, we can continue on by seeking clarification on impact questions “What is the impact of a coach giving suggestions?” and “How will the quality of the solution be impacted?”. Once the understanding of the limitations of suggesting solutions, then it is time to move on to “What can do to improve?” and from there continue on with “Who has the first question?”
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Charlotte Lofton
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I agree and encountered similar situation. I have since learned that I must remain in my “coach” role and utilize the script to help guide the conversation.
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Liang CHen
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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.
Of course, as part of the team, people can ask me questions when necessary, and I will respond to people’s questions in a personal capacity.”
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Nipapun Poonsateansup
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I will intervene by using SID model as follows,
S: I noticed that someone is seeking suggestions from coach to solve the problem, what happening?
I: What will happen to the team if coach give you any suggestions?
D: What can we do to improve?
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Anna Burda
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In such a situation, as a coach, I would try to limit my activity to a minimum (without suggesting, guiding or prompting) and I would still look for a solution in the group’s resources, not in my own.
I would say: “let’s stop for a moment… and before we go to generate solutions, the first thing we’ll do is check if we agree on the core of the problem…” here I would act according to the script and then I would say: “please write down on a piece of paper a solution proposal…” . After reading, I would ask the problem presenter a question: “Kasia, are these proposed solutions a direction for you for further work?”
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Elisabete Martins
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I would answer with a question: Does everyone remember my role, as an action learning coach, that I mentioned in the 2nd rule?
If there was any doubt, I would read the 2nd rule again.
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Felix Chen
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In this situation, I will ask”If I answer your question, what’s the impacts for our team?”. When the answer appeared, my following question is “What could do we do to improve the team proformance?”
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ZHAN FUHONG
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As an action learning coach, I do not participate in problem solving in principle. However, as a member of the learning team, anyone can ask questions to anyone else. When team members ask questions to the coach according to the rules, I will answer them briefly and emphasize again that “the coach is not involved in problem solving”, reminding the team members to try to ask questions to members other than the coach to develop solutions.
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Shiran Lin
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I would restate my role as a coach, focusing on supporting people to learn through the problem solving process rather than giving specific advice, and then I would go on to ask the team: what do you suggest about solving this problem.
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shaohua hou
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I would ask the team the question: How does everyone feel about the coaching task?
– How does everyone feel about the coach’s assignment?
– What would be the impact on the team if the coach was involved in the content and recommendations?
– What happens if the coach is involved in the content?
– What happens if the coach is not involved in the content?
– What happens if the coach is involved in the content? What happens if the coach is not involved in the content?
– What does the team decide to do next?
Translated with http://www.DeepL.com/Translator (free version)
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shaohua hou
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I would ask the team the question: How does everyone feel about the coaching task?
– How does everyone feel about the coach’s assignment?
– What would be the impact on the team if the coach was involved in the content and recommendations?
– What happens if the coach is involved in the content?
– What happens if the coach is not involved in the content?
– What happens if the coach is involved in the content? What happens if the coach is not involved in the content?
– What does the team decide to do next?
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Yui Lee
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I would ask questions like:
“what is the impact to this session if I answer this question?”
“what are the ground rules we agreed on for this session?”
“What are our roles and responsibilities in this session?”
“what is the impact of deviating from our roles and responsibilities?”
“What are you trying to gain from having me answer the question?”
“Is there anyone else in the team who can help you gain more clarity?”
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b t hang tuah baharudin
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What do the team thinks of the best solution to this problem?
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Monika Gawanowska
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“Thank you for this question. Could someone please remind the second principle about the role of Action Learning coach?” After the answer: “What does this question say about your needs and your work?
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An Nguyễn
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– Thank you, however my role is not to give suggestions but to help the team work effectively to get actions and lessons.
– Who has the next question?
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Aleksandra Serafin
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As an action learning coach I would say:
“Let’s stop for the moment. Can anyone remind the team what my role is? Can you remember the second rule of action learning?
If the team doesn’t remember, I would remind them that a coach does not participate in active problem solving.
However, I would also say later to the team members and/or problem’s presenter:
“What do you need to get more solutions? ”
How can we work differently to get more solutions?”
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Tran Thuy
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I will say thanks for that member’s question. At the same time, remind the second principle of Action learning “The Coach will intervene when coach sees an opportunity to learn”. Continue to ask the group. How will the coach providing a solution make the group feel?
In your opinion, how can the coach continue his role in the session? –> The group will recognize the roles of the coach and the members, and they will ask each other questions.
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Piyanut Sangpattarachai
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I would say to that team member “Thank you for valuing my opinion and wanting to include it in your problem solving.” I would then clarify my role by saying “As an AL Coach, my role is to facilitate the process your learning and problem solving process.” If it is in the later stage of the AL session and sufficient time has been dedicated to identifying the real root cause, I would also add “Feel free to ask for suggestions from you team members”.
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Gil Vaillant
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The value of the coach suggesting solutions is really limited as coaches won’t be there to implement the actions to get to the proposed solution. The coach has little accountability to the team to act on the problem beyond their role as facilitator.
So this is an important learning opportunity to redirect the team to its shared accountability to each other to take action. I would respond to the team member by asking them “Why are you interested in my solutions?”
Then I would follow up by asking everyone in the group “Why is it important that the team proposes their own solutions to the identified problem?”
Finally I would open the conversation up again by asking the team “What would you like to do next to help you develop a solution?”
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Danel Trisi
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My first immediate response, would be… “No” As they asked me a closed-ended question. If they keep pushing me on this and the ask me an open-ended question like… “Why can’t you offer us any suggestions on how to solve the problem?” I would respond with “the second rule of action learning is that my role is to intervene only when there are opportunities for learning. Thus, I cannot do that role and also be involved in the problem solving. As the team you own the problem and solution identification.” Then I would turn it back to them with this question… “What would be the effect on the team if overstepped my role and I was also involved in solving the problem?” Hopefully, this would be enough to put the issue to rest. If they keep pushing on this, I would rephrase and respond in a similar way and I may ask them… “Who has the next question regarding the problem we are working on today?”
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Kamila Dzierżanowska
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I would say, “Thank you for that question. Could someone remind me of the second rule?” After the answer, I would ask the group about their resources in generating solutions: “What methods and techniques do you know for generating solutions?”
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Leo Vo Thai Lam
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I would say, “Thank your for trusting me. if you trust me, trust my process’
Then, I will use standard intervene
– How are we doing as a team?
– What are we doing well?
– What can we do better?
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Mai Nguyen
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– Identify intervention points: Ask for advice from the coach
1. Notification intervention: Thank you for trusting me and asking for suggestions. However, as a coach, I do not participate in solving team problems but focus on learning opportunities and improving everyone’s ability to solve problems. Who has the next question?”
OR: 2. Intervention using SID:
– Lean in: Hello team
– S: What is the coach’s role in the Action Learning Coach session?
– I: How does the coach’s suggestions on how to solve problems impact the quality of the coaching session?
– D: What can we do to make the coaching session effective?
– Lean out: Who has the next question?
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Rosie Dao Hanh Giang
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Intervention:
– Hello team, I notice that a team member asks if I have any suggestions on how to solve the problem. Let me remind you of my role as a coach. I am here to set up the session, intervene whenever there is any chance for learning and giving team feedback at reflections on learning. I am not here for advice. You as members will ask questions deeply and work together to solve problem. Agree?
(Team answer)
– How close are we to solve the problem?
(Team answer)
– What better can we do now?
(Team answer)
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Quang Truc Le
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As an AL coach, I suggest addressing the situation as follows:
1. Lean in
“Hello team, thank you for trusting me and inviting me to offer advice on resolving this situation.”
2. Ask questions
“If the coach provides advice to solve a problem in an AL session, what role is the coach playing: a coach or a team member?”
[Team member(s) respond]
“So, who will take on the role of the coach while the coach is providing advice?”
[Team member(s) respond]
3. Lean out
“Thank you, team. Please continue!”
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Zhang xinlei
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Since the ALC can’t get involved into the discussion on the specific content, I would say, “I noticed that some member asked me to provide suggestion for problem solving. What happened? If I can’t provide any suggestion, what would happen? And what can we do next to make the improvement?”
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Ma Dulce Edillor
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As AL Coach I will acknowledge the member and say thank you for asking for my suggestion but as your coach I am here to guide you and lead you to the Action Learning Process, I am not part of the problem solving process. I will further ask the team what will be the impact if I continue to give suggestions to the process. As a coach I will encourage them to continue to reflect and take time to ask the next question/s.
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Nga Khuat
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I will go with some steps as below:
– Hello team, could we remind the second ground rule of Action Learning?
Someone will tell about coach’s role in AL section.
– What specific problem is the team currently focused on?
To help team forcus into specific problem
– What are the barriers to find solution for that problem?
Team can find the solution without coach’s advice.
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Michael John Enciso
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As an action learning coach, how would you handle the following situation: A team member asks if you have any suggestions on how to solve the problem.
As soon as the question is asked seeking my suggestion on how to solve the problem, I will immediately call the attention of the team and ask: Team, did you notice that a question was asked of me, the coach regarding how to solve the problem? I then will ask: Can anyone remind us of the 2nd ground rule regarding my role in Action Learning? Once the desired response is given (the role of the coach was discussed during the orientation), I then will ask them: What will be the impact if the coach was allowed to suggest solutions to the problem? Hopefully the responses will include that the coach is not directly involved in the problem and is only focused on helping the team improve their ability to solve the problem, work as a team, and develop their leadership skills. In an AL session, who is the owner of the problem? I will then end the intervention by asking the team how they wish to proceed from there.
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Mike Mustafa
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I would remind the team of the 2nd principals of Action Learning – . “The Coach will intervene when coach sees an opportunity to learn”.
After that i would ask the team of how they would feel if the coach provided the solution
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li laura
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As a coach, we would still follow the rule of using questions when handling the action learning session. I would ask “I noticed that participant is seeking for suggestions to solve the problem. what is happening?”. Thereafter, I would continue by seeking clarification on impact questions “What is the impact of a coach giving suggestions if we allowed?” and “How will the quality of the solution be impacted?”. Once the understanding of the limitations of suggesting solutions, then it is time to move on to “What can do to improve?”
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Lihan Wang
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I will ask the team if I give my thoughts and suggestions on the problem, how will it affect the team work? At the same time, I will clarify the role of the coach-the coach’s role is to facilitate learning, but not take part in the learning process.
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Justyna Majecka-Żelazny
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In answering this question, I would remind the team of the second AL. principle, according to which the role of the coach is to intervene when he sees an opportunity for the team to learn, develop leadership competencies and improve the team’s work. It is not the role of the coach to get involved in working to solve the problem.
At the same time, I would use the SID questions and draw the team’s attention to the situation by asking: did you notice that one of the team members referred a question about a possible solution to the problem to the coach? What happened? How does this situation affect us and what impact could it have if the coach were to get involved with the team? What is the team going to do now to make the work better, more effective while maintaining the role of the coach according to AL principles?
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