Scenario: Enough is enough(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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Manassawee Thayaphithak
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I will intervene using the SID framework as follows:
S: Team, one person banged on the table and stood up quickly.
I: What is the impact of this situation?
D: What actions should we consider taking next?
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MICHAL MAKOWSKI
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Stay Calm and Neutral: First, I would remain calm and composed, not reacting emotionally to the outburst. It’s important to maintain a neutral stance and create a safe space for the participant to express their feelings without escalating the situation
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Saskia van den Berg-Tromp
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I would start by checking in with myself and making sure I am staying calm and in connection with the group. Next to that, I would make an observation and bring it back to the group. “I am observing person X banged their hands on the table and stood up. What is the effect of this on the group?”. I would make sure there is room for the group to respond as well as for the person to reflect on the impact of their behavior.
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Huy Nguyễn
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In that situation, I would intervene and ask the team, “Do we need to take a 10-minute break before continuing?”
After the team has rested and had some water, I would ask them about their current feelings and whether they’re ready to continue the meeting. If everyone has calmed down and is prepared, we will proceed with our work.
If any team member feels unable to continue working, I would ask the group, “Some members aren’t ready to move forward yet. How does this impact our team’s efficiency? What options should we consider for the next few minutes?” I would then give the team the authority to decide.
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Andrea Chow
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As an action learning coach, I have to maintain team psychological safety and team dynamic. I would ask team “What’s happening in the team at this moment?” This allow them to reflect team emotional shift and momentum. “How are we doing as a team right now? What do we need to ensure we can continue working effectively?” and lastly “How can we move forward in a way that keeps the discussion open and productive?”.
I have to handle this calmly and timely as delaying it may cause it to be worse of.
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Dale Forkner
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I would give the team members an action item to discuss, then take the upset member out of the room and counsel privately. The goal would be to give the member an opportunity to compose themselves enough to rejoin the session or determine if they should be excused.
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