Scenario: Finish Up(2025)
Tags: Action Learning, ActionLearning Coach, Team Coach, WIAL, WIAL Action Learning, WIAL Talk
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HOANG VIET
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Here’s how we might guide the team:
1. Start by recognizing their need
2. Gently remind them of the importance of the reflection phase
3. Offer a solution that honors both their request and the process (For example: next 5 minutes for advancing the problem, and last 10 minutes for reflection)
4. Engage the team to decide together
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Ha Tran
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This is my answer for this scenario as below:
As an Action Learning Coach, I would like to use SID intervention model in this scenario.
I will signal to check in for intervention and say “Hello team, I want to announce that we have 15 minutes left and the next part needs 10 minutes, the maximum time the team wants for this matter is 05 minutes. How does the team feel?”. This question helps the team realize exactly how much time the team has allocated (Situation).
Then if the team still wants more time, I will continue with the question: “What will happen to the team if we continue to take more than 05 minutes?” (Impact).
After the team realizes that the amount of time the team is using is not much left and only spends little time, I will ask the team the question to take action: “If we only have 05 minutes, what will our team do to be more effective?”. Then I will check out and invite the team to continue when the team has a solution for the scenario.
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Thongpunchang Pongvarin
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As a coach, I would use the SID Intervention model:
S: Team, I understand that you want to keep working on the problem, however this is the time for reflection
I: What will happen if we skip the reflection part of the process and continue working on the problem?
D: How about we spend 5 minutes working on the problem? And spend the rest doing the reflection?
Then I will faciliate the team to spend 5 minutes on the problem, then after that I will engage with the team to help them reflect.
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Miroslaw Tarasiewicz
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In my opinion action learning session is for the team, not for completing the process at all costs. I would explain shortly pros and cons of two options and ask participants, what is more important for them now. Then follow their choice.
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Pei chun Lin
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If the team requests to use the last 15 minutes to finish the problem instead of reflecting, I would first understand their reasoning—whether it’s due to time constraints or a perception that reflection is less valuable.
I would emphasize that AL is not just about solving the problem but also about improving the team’s problem-solving skills. I’d ask:
“What would be the outcome if we use the full 15 minutes to solve the problem?”
“What insights or benefits might we gain from using this time for reflection instead?”
If they still prioritize problem-solving, I’d propose a compromise—keeping at least 5 minutes for reflection. I’d also gather feedback afterward to assess its impact. If they consistently see reflection as unnecessary, I’d remain patient, allowing them time to recognize its value.
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Andrea Chow
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As an Action Learning Coach, I would intervene by reminding the team that learning is as important as problem-solving. I will use SID Intervention is a structured framework used by Action Learning Coaches to facilitate learning and problem-solving effectively.
1) Team, what are you noticing about the situation now?
2) What is the impact of not doing the last reflection?
3) How can we ensure we cover both the solution for the problem and also reflection?
Coming to term of best of both worlds.
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Gordon
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• “Have you noticed that we are at a choice point: continue discussing the issue, or move into reflection?”
• “Why do we want to use the last part of our time to address the issue rather than reflect?”
• “Looking back on our action learning process, what do you think is the value of the reflection phase?”
• “What impact might there be on the team if we don’t do the final reflection?”
• “As a team, how can we balance problem-solving and reflection time?” or “In this situation, what might be a better approach?”
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