Scenario: Enough is Enough
Tags: Action Leaning, Action Learning Coach, WIAL, WIAL Action Learning, WIAL Talk
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Tags: Action Leaning, Action Learning Coach, WIAL, WIAL Action Learning, WIAL Talk
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Sarah Jones
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I would intervene and say ‘I am observing some frustration and anger. What is the impact of this on the group? How can we decrease the frustration and anger in the group? Depending on the answers I may also ask to the person who did the action how the group can support them going forward.
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Jonah Fabul
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Answer: I will allow the team to experience the impact of the negative behavior for a few minutes and then I will intervene with the ff. questions:
Team, what is happening?
What will happen to the team if we continue like this?
What can we do do to help each other and prevent this from happening again?
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Tan Sun
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I would intervene with asking questions below:
To the angry member : Mr X, I observed that you stand up when talking , could you please share how do you feel about this?(he may explain or apologize)
To other members : when Mr X stand up to share his opinion, how do you feel?
To the team: What is the impact to our group ? what do you suggest?
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Tan Sun
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in this case, the one who bangs the hands need to be cared, better to say something to him firstly, to calm him and let him start to think about the current situation , so I believe as a coach we should ask a neutrality question to him or her
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Rosana Nucci
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I’d ask a question to him/her first: “What you heard is really powerful and led you to express your frustration. How do you think it impacts on the group and the work we’re doing?” Then, ask the group “How do we want to address this?”.
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Eungkoo Kang
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I would allow the team to see what is happening and what have an impact on the team first to both soothe him/her and to let the team know the negative impact on the team. Then, I will ask the team, “what did you guys just see?” “how did you feel when you all see what was just happening?” “what kind of impact does this happening have on the team?” “what do the team need to do to have a better performance and goal achieving for the team?
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Song Chen
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I will post a question to angry member：“I observed that you stand up when talking ,would you like share what was just happening?”
Then ask other members：“How do you feel about this？“
Then to the team: What is the impact to our group?Do you have any suggestion?
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Janice Loh
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I would turn to the team and ask the team, “I observe that “xx” is feeling a little uneasy right now. What is happening right now and how can the team help “xx” and for “xx”, I would ask him/her, the same thing, what I happening right now and how can the team help you, so that we can continue with this discussion. Depending on the response, I would respond accordingly and perhaps, when everyone has finished their statements, I would find the right time to ask the team, what did we just learn from the experience? How can we apply what we learn personally and back to the work place?
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GEOVANA FATIMA DE OLIVEIRA MAGALHAES
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As an Action Learning coach I would ask the following questions to the participant: “I noticed that this subject made you manifest emphatically, how do you feel?”; ” What do you want to do?” “How could the group support you at this time?” . If necessary, I would talk to the group, “How can we support ‘Joe’ in this situation?”, “How does the group want to deal with this scenario?”; “How can we work better as a group?”
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Bettyna Gau Beni
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I would tell the team I noticed that a person is angry and would ask them how they wanted to handle this situation.
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Alexandra Shevchenko
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I’ll make an intervention:
• What’s going on in a team?
• How does it affect team effectiveness?
• What are you going to do about it?
• Who will ask the next question?
If interventions above do not work due to the high emotional background, I will clarify:
• In what way strong emotions do affect the teamwork?
Or
• In what way we could use this temporary disagreement to increase team effectiveness?
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Mark Kookushkin
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• I would find solution for this case based on importance of team integrity maintenance and respect to each participant.
• First question to the “angry person”: “Which question exactly made you react like that?”
• Next question to the group: “How are we doing as a team?” with following: “How does it affect the teamwork?” and “What team action could be most effective in the case given?”
• In case the team remains silent (suppressed): “I see that one of the participants stood up and banged his hand on the table. How does it affect the teamwork?”
• One of the probable discussions line to apply in this case: “In what way emotions/disagreement may help the team to move forward?”
• After any action (decision) of a team, I ask a question: “Who will ask next question?”
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Alexander Belov
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As a coach, I would ask a question: “What’s going on in a team?” If an angry person doesn’t response, I’ll ask him cautiously about his opinion about a question I’ve just asked. After his response, I’ll clarify: “How does it help the team?” Highly likely, he would reply that it doesn’t help. In this case, I’ll ask: “What should we do to help the team to find a solution? What we need to put their suggestions in practice? After getting proposals, I will ask: “Who is going to ask next question?”
If angry person replies to my question in a destructive way, I will ask: “How does it help the team? What should we do about it?” After receiving specific proposals, I’ll thank group members and ask: “Who will ask next question?”
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Evgeniy Patrikhalka
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I’ll ask a question: “What’s going on in a team?” giving them opportunity to go through the reflection stage and handle the situation by themselves. If team members manage to cope with the problem, I’ll ask several consecutive questions: “How does it affect the team effectiveness?” and “What are you going to do about it?”
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