Scenario: Going Through the Motions

As an action learning coach, how would you handle the following situation: The participants have been directed to participate in the Action Learning session but believe it’s a waste of time.

Tags: Action Leaning, Action Learning Coach, WIAL, WIAL Action Learning, WIAL Talk

Trackback from your site.

Comments (9)

  • Avatar

    Amornrat Pratoomma

    |

    To be honest, I was one of them! I just did not say it out loud. I was sitting there with so many questions (doubts?) and feeling uncomfortable and of course reckless. As a coach I learn to be an excellent observer. When I notice an “non-believer”, I will place them specifically using this qoute: “There can be no learning without action, and no action without learning.” Furthermore, I give my special attention to them because once a non-believer turns into a believer. They become a true learner.

    Reply

  • Avatar

    Arthur LV

    |

    A “non-believer” in an action learning session more likely to be someone not participating as much or in many occasions not answering a question but rather making strong remarks.
    1) if the situation is of the first kind, non-participation, I shall simply use the SID model to allow the team to discover the “non-believer” and let the team members find their ways to get these people involved. Maybe they will start directing questions to the “non-believer”.
    2) if the situation is of the second kind, not answering questions but making strong remarks. Then, as a coach I shall intervene by asking how is the team performing the 2 principles of action learning (by WIAL standard).

    Reply

  • Avatar

    Limin Miao

    |

    I would start the session by naming the 6 principles and 2 ground rules of action learning. During the explanation of the 6 principles, I would stress the point that it’s a group of people solving problem and more importantly learning some competencies at the same time. This let everyone in the session understand the purpose and power of action learning. With this we hope participants understand the real meaning of action learning and thus more willing to try out action Learning session and feel for themselves.

    Reply

  • Avatar

    Wang Juan

    |

    1. Understand the underlying reasons why the parties do not participate in action learning, and then ask the parties.
    What kind of action learning do you expect?
    If action learning can meet your expectations, would you like to try it?
    2. Emphasis on the role of the parties to help this action learning.
    Your experience is very helpful for team learning. Would you like to share your experience with team members and help them solve problems?
    In the process, would you like always to pay attention to the emotional changes of the parties and learning involvements and give full attention and guidance.

    Reply

  • Avatar

    Hu Jie

    |

    Communicate with the trainee individually, understand his true thoughts, introduce the value and achievements of AL to him for reference, encourage him to invest in AL, and then make objective evaluation after experiencing it .

    Reply

  • Avatar

    Sariya Prawong

    |

    As an action learning coach, I would go through the action learning process, starting from the introduction, ground rules, until learning reflection. I would not spend time explaining and let action learning process explains itself.

    If there is any incident that out of the ground rules, then intervene.

    If there’s no participation, then using SID such as “How is the balance of the team’s participation?” What would be the impact if there is a team member that don’t ask any question?” “What could we do so we have the idea from all team members?

    Reply

  • Avatar

    Tomasz Pachoł

    |

    1. I would talk to the group:
    – Why do they see it as a waste of time?
    – What is their experience with AL?
    – What would have to happen for this meeting to be fully effective?
    – What could they do to take the full advantage of this meeting and make it the most efficient?
    – How would they know that AL session was productive for them? What would be the signs of productive AL session?

    2. In case they are after the AL session and they are not satisfied.
    – What wold they do today differently , better so that the session would end up successfully.
    – How can they use this experience in their work?
    What have they learned (we always learn something, even if the session doesn’t work.

    3. We could act a little provocatively.
    If they are after action learning session we could arrange for them  another action learning as a problem do deal with inefficient action learning sessions.

    Reply

  • Avatar

    Anna Frummerin

    |

    To be an Action Learning Team Coach you need to fully present and active listening. Ability to focus on what the team members are saying and NOT saying. If I know that it might be participants that maybe don’t want to participate but must, I would in early stage implement one of my favourite quotes “There can be no learning without action, and no action without learning”.

    Reply

  • Avatar

    Arlene McComie

    |

    As the AL Coach, a brief discussion with the group would alert me to the probability of success in this AL session.
    I would need to use the session to conduct a short workshop, providing greater details on the Action Learning Process, stressing its benefits to them as individuals both in solving problems and building leadership skills. In addition, I would assist them in understanding the benefits to the organization. I may also show a short video on the AL process so they can understand the “WHY” of the process.
    Depending on the length of the information session and the urgency of the problem, I would renegotiate a new day and time for the actual AL Coaching session.

    Reply

Leave a comment

You must be logged in to post a comment.