As an action learning coach, how would you handle the following situation:
A team member is an executive coach and decides to use this skill to investigate what is really going on for the problem presenter. They ask a series of questions in a row. They have shifted it to a one on one session to the point that they have turned their back to the rest of the team to have this poignant conversation with the problem presenter.
As Action Learning Coach, I would intervene the team by questioning:
” How are we doing so far?”
” How is the dynamic of team spirit doing? ”
” From Scale one to ten where are we from the real problem?”
” How do we want to pursuit from here? ”
” NOW Who have the next question? “
As an action learning coach, I would intervene to shift the balance of participation by asking the following questions:
– How is the balance of participation among team members?
– Why is it important that every member have a chance to participate?
– How do we want to make it happen within this team?
– How can the team continue from here?
As an Action Learning coach, I would intervene by asking following questions:
– On scale of 1 to 10, how would you rate effectiveness of our team in term of participation?
– Why did you rate that mark?
– What would happen so that we can work more effective as a team?
– What else?
Intervene with the following questions:
– How are we doing as a group?
– How are we doing with the balance of participation across the team?
– What is the importance of balanced participation on our teamwork today?
– What does the group want to do differently?
– Who has the next question?
I will interrupt the discussion and ask the team, “If you use 1-10 points to evaluate the participation and interaction quality of each other just now, what is your answer?” After the team members scored in turn, they asked the team, “just now I noticed that the dialogue was conducted in a one-to-one manner. What kind of impact do you think this way will have on our seminar?”
As an Action Learning coach, I would intervene by asking following questions:
– On scale of 1 to 10, how effectiveness are we in term of participation?
– Why did you rate that mark?
– What can we do to work more effective as a team?
– Who has the next question?
If a person dominates the process this way I would intervene and ask everyone the following questions:
How are we doing in leveraging our collective intelligence as a group?
Is everyone’s voice being heard?
What the consequence if only a few voices are being heard?
What can we do to ensure everyone participates and is engaged in our work?
I would intervene to improve the balance of participation with the following questions.
– Anyone notice the imbalance of participation of our team ?
– What is the impact to the team if the participation is continued to be imbalance ?
– What should we do to increase our team participation ?
Chhayrotana Prak
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As Action Learning Coach, I would intervene the team by questioning:
” How are we doing so far?”
” How is the dynamic of team spirit doing? ”
” From Scale one to ten where are we from the real problem?”
” How do we want to pursuit from here? ”
” NOW Who have the next question? “
Linh Truong
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As an action learning coach, I would intervene to shift the balance of participation by asking the following questions:
– How is the balance of participation among team members?
– Why is it important that every member have a chance to participate?
– How do we want to make it happen within this team?
– How can the team continue from here?
Hien Quach
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As an Action Learning coach, I would intervene by asking following questions:
– On scale of 1 to 10, how would you rate effectiveness of our team in term of participation?
– Why did you rate that mark?
– What would happen so that we can work more effective as a team?
– What else?
Tanushree Luthra
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Intervene with the following questions:
– How are we doing as a group?
– How are we doing with the balance of participation across the team?
– What is the importance of balanced participation on our teamwork today?
– What does the group want to do differently?
– Who has the next question?
WANLI XIE
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I will interrupt the discussion and ask the team, “If you use 1-10 points to evaluate the participation and interaction quality of each other just now, what is your answer?” After the team members scored in turn, they asked the team, “just now I noticed that the dialogue was conducted in a one-to-one manner. What kind of impact do you think this way will have on our seminar?”
Chutchapol Youngwiriyakul
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As an Action Learning coach, I would intervene by asking following questions:
– On scale of 1 to 10, how effectiveness are we in term of participation?
– Why did you rate that mark?
– What can we do to work more effective as a team?
– Who has the next question?
Ken Mikkelsen
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If a person dominates the process this way I would intervene and ask everyone the following questions:
How are we doing in leveraging our collective intelligence as a group?
Is everyone’s voice being heard?
What the consequence if only a few voices are being heard?
What can we do to ensure everyone participates and is engaged in our work?
Kongkiat Phanawadee
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I would intervene to improve the balance of participation with the following questions.
– Anyone notice the imbalance of participation of our team ?
– What is the impact to the team if the participation is continued to be imbalance ?
– What should we do to increase our team participation ?