As an action learning coach, how would you handle the following situation:
Someone from the team steps up and starts facilitating the session. For example, standing up, grabbing a marker and saying we should do a force field analysis – what are the things supporting this activity? What are those against it?
I would kindly remind the person about the first rule in action learning, we can use questions or statements in response to questions. Then ask him/her what question he/she could ask now.
I calmly would ask to the participant about it: what you are doing is one questions or suggestion? If the participant says is a question. I will continuing asking to him… for who? somenone special or to the team? if he says to the team. I will say, ok. But, before the group answer your question: I observed that you are standing up to talk, any problem to the team about that? I consider that with this intervention I will retake the control of group as Coach. After the team answered the question I will retorn to the participant question asking to someone answer the question proposed for our colegue.
I will intervene
1. Team! what is our first ground rule of action learning?
2. What important is the ground rule#1 for Action Learning?
3. What is the difference between the Facilitation process and the Action Learning process?
4. In this session, how important of asking and answering questions are?
5. What will you do next?
Mindset: Watch the changes
1. As a coach, the ultimate goal is to make the team do not need a coach, so I observe the progress of the meeting with this mentality, I will choose to wait and see the changes, do not support or oppose it, and take the following actions:
2. Observe and record the facial expressions, body movements, language, participation, props and methods used by each member of the scene. At this stage, I will focus on mastering the process time.
3. When the meeting requires strict time control, we will immediately intervene when everyone pauses for thought; if time permits, intervene reminders will also be made during the time process, and the process will be extended according to the wishes of the team members Decision-making.
4. When completing the action plan and sharing team learning, observe whether the team shares the team members who just happened to preside over the meeting:
4.1 If there is sharing, it will intervene after sharing and ask the member: “Did you actively speak or passively silence in the usual meeting?”, let the team connect with the usual meeting to think, and let the members reflect: “Why I am silent at this time? I take the initiative?” It is also convenient to invite the next action learning after the meeting.
4.2 If there is no sharing, take the initiative to propose: “I just observed that members have taken the initiative to stand up and preside over the meeting. I would like to ask, is this also the case in meetings?” Link up to 4.1 discussion.
5. You can join one of the reference points for the interview before the implementation of the action learning meeting in the future. Ask the members to describe what they said: “Do you actively speak or passively silence in the usual meeting?”, so that when this situation occurs in the future, invite the member to share: “Why do you take the role of active speaking”, “Why do you choose to be passive at ordinary times? Silence, would you like to take the initiative to speak today?”
I will first observe the duration of this process. If it is too long and has affected the process of the discussion, I will intervene immediately. I will ask the participants in turn, “what do you think of our participation in the discussion just now?” After receiving the response, I will ask, “if we want our discussion to be more effective, what changes should we make?”
My response in such a situation would depend on where in the process the group is and whether this is an initiative the group has agreed on. If not, I would acknowledge the person for taking the initiative but also intervene by referring to the ground rule and remind the group that there is a purpose with following AL process. I would be highly aware of group dynamics here and make sure that the person who suggested doing this doesn’t feel rejected or demished by my intervention afterwards.
Maja Klonowska
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I would kindly remind the person about the first rule in action learning, we can use questions or statements in response to questions. Then ask him/her what question he/she could ask now.
Maria Moro
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I calmly would ask to the participant about it: what you are doing is one questions or suggestion? If the participant says is a question. I will continuing asking to him… for who? somenone special or to the team? if he says to the team. I will say, ok. But, before the group answer your question: I observed that you are standing up to talk, any problem to the team about that? I consider that with this intervention I will retake the control of group as Coach. After the team answered the question I will retorn to the participant question asking to someone answer the question proposed for our colegue.
Preeruetai Laopoonpat
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I will intervene
1. Team! what is our first ground rule of action learning?
2. What important is the ground rule#1 for Action Learning?
3. What is the difference between the Facilitation process and the Action Learning process?
4. In this session, how important of asking and answering questions are?
5. What will you do next?
Hsiao Chun Chung
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Mindset: Watch the changes
1. As a coach, the ultimate goal is to make the team do not need a coach, so I observe the progress of the meeting with this mentality, I will choose to wait and see the changes, do not support or oppose it, and take the following actions:
2. Observe and record the facial expressions, body movements, language, participation, props and methods used by each member of the scene. At this stage, I will focus on mastering the process time.
3. When the meeting requires strict time control, we will immediately intervene when everyone pauses for thought; if time permits, intervene reminders will also be made during the time process, and the process will be extended according to the wishes of the team members Decision-making.
4. When completing the action plan and sharing team learning, observe whether the team shares the team members who just happened to preside over the meeting:
4.1 If there is sharing, it will intervene after sharing and ask the member: “Did you actively speak or passively silence in the usual meeting?”, let the team connect with the usual meeting to think, and let the members reflect: “Why I am silent at this time? I take the initiative?” It is also convenient to invite the next action learning after the meeting.
4.2 If there is no sharing, take the initiative to propose: “I just observed that members have taken the initiative to stand up and preside over the meeting. I would like to ask, is this also the case in meetings?” Link up to 4.1 discussion.
5. You can join one of the reference points for the interview before the implementation of the action learning meeting in the future. Ask the members to describe what they said: “Do you actively speak or passively silence in the usual meeting?”, so that when this situation occurs in the future, invite the member to share: “Why do you take the role of active speaking”, “Why do you choose to be passive at ordinary times? Silence, would you like to take the initiative to speak today?”
WANLI XIE
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I will first observe the duration of this process. If it is too long and has affected the process of the discussion, I will intervene immediately. I will ask the participants in turn, “what do you think of our participation in the discussion just now?” After receiving the response, I will ask, “if we want our discussion to be more effective, what changes should we make?”
Ken Mikkelsen
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My response in such a situation would depend on where in the process the group is and whether this is an initiative the group has agreed on. If not, I would acknowledge the person for taking the initiative but also intervene by referring to the ground rule and remind the group that there is a purpose with following AL process. I would be highly aware of group dynamics here and make sure that the person who suggested doing this doesn’t feel rejected or demished by my intervention afterwards.