Scenario: Enough is Enough Written by DrBea on February 19, 2018. Posted in Action Learning, WIAL Action Learning, WIAL Talk As an action learning coach, how would you handle the following situation: A member bangs their hands on the table and stands angrily. Tags: Action Leaning, Action Learning Coach, WIAL, WIAL Action Learning, WIAL Talk Trackback from your site. Comments (9) Sarah Jones February 23, 2018 at 4:42 pm | # 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. Reply Jonah Fabul March 7, 2018 at 6:54 am | # 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? Reply Tan Sun March 8, 2018 at 9:24 pm | # 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? Reply Tan Sun March 9, 2018 at 11:21 am | # 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 Reply Rosana Nucci March 17, 2018 at 7:54 pm | # 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?”. Reply Eungkoo Kang March 20, 2018 at 6:19 am | # 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? Reply Song Chen March 28, 2018 at 6:59 pm | # 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? Reply Janice Loh April 11, 2018 at 8:13 am | # 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? Reply GEOVANA FATIMA DE OLIVEIRA MAGALHAES July 2, 2018 at 10:14 pm | # 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?” Reply Leave a comment You must be logged in to post a comment.