As an action learning coach, how would you handle the following situation:
The team wants the last 15 minutes to finish up the problem instead of doing the final reflection.
As an action learning coach, how would you handle the following situation:
The team wants the last 15 minutes to finish up the problem instead of doing the final reflection.
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
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.
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.
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.
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.
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.
• “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?”
As an Action Learning Coach, I would first reiterate that Action Learning is not only about solving problems, but also about members learning and growing in the process. I would ask everyone, “If we still can’t solve the problem in 15 minutes, what do we do next?”If the team members want to do both, I would ask, “If you only have 15 minutes to solve the problem while allowing for member reflection, how would you like to divide your time?”
I would self-reflect as time management is a part of the tools you have as an Action Learning coach in order to facilitate the process of action learning. 15 minutes before time the team should have been lead to exploring the solutions and be more or less ready to identify the action steps to be taken named by the problem presenter.
Yet, being there where you are in this scenario I would still want to honor the steps in the action learning process. This means that I should apply the time management in such a way that it still honors the action learning process and at the same time meet the needs of the group as well. As time management was my responsibility I also would take accountability for the fact that the group is running out of time. I would suggest that they have 7.5-8 minutes into explore the solutions with questions, after that amount of time I will ask the problem presenter to identify the first action steps. I would stretch out that the goal is to identify the first action steps to take. After that the remaining time will be for feedback and reflection as there are learning opportunities there too, which is also part of action learning.
After the session I will write down on how I can manage time better for future sessions to come.
As an action learning coach, it is not my decision to make, so I would interject and first remind the team how much time is left for the session because it is important to stay within the timeframe that was discussed at the beginning of the session. I would ask the team what they would like to do or how we could be effective in the next X minutes while still allotting time needed for the reflection. What would be the outcome of us using X minutes to solve the problem and X minutes for a reflection? What would be most beneficial for their use of time? How can we ensure we have time for a solution but also a reflection?
Trying to use the last 15 minutes to wrap up the solution to the problem without doing reflection for the session to get to its logical conclusion might suggest tiredness or being fed up with the task. Hence, the question I will ask as a coach is:
1. What is the current level of motivation and commitment towards the completion of the task to its logical conclusion? This will certainly reveal the issues each of the team members is facing, or they might be facing as a team.
2. The next question will be: How important is reflection on our task to our individual and team learning? The responses to this question will have prompted the team of the need to devote time to the reflection session as well.
3. The next question will be: How do we ensure we do not miss out on the importance of our reflections on the task before us? Certainly, this will elicit suggestions that could include appealing to every one of the team to be patient and sacrifice some more minutes so that we could take the task to its full maturity stage, such that we could end the Action Learning session on a good note, just as we started on a good note
If the team asks to spend the last 15 minutes finishing the problem, I’d pause and acknowledge their need first. Then I’d remind them that reflection is what makes Action Learning powerful. It’s not just about solving today’s problem, but building how we lead and learn.
I might ask…
What could be the impact if we skip reflection?
And how might we balance both problem-solving and learning in our last 15 minutes?
Let the team find a middle ground, like a few more minutes on the problem and still time to reflect. This way, they own the choice and see the value of both.
If the team wants to use the last 15 minutes to continue working on the problem instead of reflecting, I would acknowledge their preference and let the team decide together. Their consensus would guide the best approach for the group. I would ask questions such as: “What could be the impact if we skip reflection?” and “How shall we balance finishing the problem with taking time to reflect?”
As an Action Learning Coach, I would protect the discipline of Action Learning, while honoring the team’s urgency.
I would respond calmly and clearly:
“I hear the desire to finish the problem. At the same time, reflection is not optional in Action Learning—it’s how learning is made explicit.”
Then I would reframe the reflection as value, not delay:
“Without reflection, we may leave with actions but lose the learning that improves how you solve the next problem.”
I would offer a tight compromise, not a negotiation:
“Let’s do this: we’ll keep the reflection to 10 minutes and make it very focused.”
And I would guide it with two core Action Learning questions:
• “What did we learn about the problem?”
• “What did we learn about how we worked together?”
Firstly I would aim to ensure that the group have time to effectively complete their problem solving work, and in contracting and set up on the day of the session express the importance of the learning review at the end.
The learning review not only encapsualtes what the problem presenter got from the session and what they will action but also how all group members have shown up in terms of their leadership skills so this is key and not to be skipped.
Through the session as coach I would signpost timings so there is clarity on stages of the probelm solving anmd how much time is left. Should the group be running short on time I would intervene to draw attention to this, sharing how much time is left before the learning review and ask the problem presenter what would be most effective for them to focus on during this time, where they would like any further insight and focus from the group in the remaining time.
It is not usual but I could ask the group if there is bandwidth to extend the session a further 15 minutes, but otherwise I would always aim to complete with most valuable outcome all the aspects of the session.
I will ask the team to describe the current situation like, “What is happening in the team? Where are you now in the process?” After which I’ll ask , “Given your suggestion to finish up the problem in the last 15 minutes and forego the reflection, what would be the impact to the team if we agree to this?” Then I would ask them “Do you recall what the 2 objectives are in our AL session? (1) Identifying actions to solve the problem and (2) Learn and develop leadership skills. If we set aside the reflection part, how will this affect the team?” I will follow through with “How do we move forward?”