Scenario: Idiot

As an action learning coach, how would you handle the following situation: A member of the team asks another in an angry voice – How can you be such an idiot?  

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

Trackback from your site.

Comments (10)

  • Avatar

    david tsipenyuk

    |

    As a coach, I would pause the session and highlight to the action learning group “I am observing inappropriate behaviour amongst the members of the group. Is anyone also observing such behaviour? How would you as a group like to handle such behaviour moving forward?” Furthermore, during the first possible session break, I would request the individual who such a remark for a brief 1 on 1 discussion in order provide a corrective action.

    Reply

  • Avatar

    Amar PATEL

    |

    I sense anger in the room. Does anyone else feel this way? How would the team like to manage this situation?

    Reply

  • Avatar

    Sue J Brown

    |

    Setting a few basic “ground rules” about how members of a team treat and communicate with each other during the Action Learning session, can set expectations and lay the groundwork for the session. (perhaps avoid such an outburst). The use of “how can you be such an idiot?” is an inappropriate statement to a team member, and the Action Learning Coach must ask the team how they wish to handle the behavior, and any future inappropriate statements.

    Reply

  • Avatar

    Amanda Bowman

    |

    I’d make an immediate intervention and comment that I’m observing tension and conflict in the room and ask what the impact that this has on the group? I’d encourage the group to avoid being ‘personal’ but to focus on what this means for group performance in terms of the problem solving. And ask them how they want to handle the situation – what action they want to take now and how they can avoid this kind of thing happening again. I’d aim for them to agree on what they’re going to do now or do differently going forward and then ask who is going to ask the next question – i.e. move back into the session.

    Reply

  • Avatar

    Maria So

    |

    I would make a pause and explicitly point out the sense of heat in the room. Then, ask the team what they think the behaviour impact on the team interaction, does it help the process or not. How they like to deal with the situation in view of team dynamic and in terms of the goal the group need to achieve. What they like to do in the future if facing similar situation.

    Reply

  • Avatar

    Chongli Tian

    |

    我会提问他说你确定这是你要进行的一个提问?促使他反思自己的行为。如果他意识到了自己的问题,他可能会进行道歉。也可能他没有意识到自己的不当,反而进一步解释说为什么自己认为对方很愚蠢。我会进行干预,提示他行动学习的基本原则。然后向团队提问谁来问下一个问题。

    Reply

  • Avatar

    Tim de Jonker

    |

    I will say to the group that i feel tension in this statement. What is the feeling of the group? What impact has this statement to the progress of this proces?

    Reply

  • Avatar

    Song Chen

    |

    I will ask to this member:“Do you think that what you’ve just done will have an impact on the team?”&“what are you going to do to help your team?”
    Then ask to the other members:Do you have any suggestions on this matter?

    Reply

  • Avatar

    Janice Loh

    |

    I would intervene by asking the team “let’s pause for a while here. I am sensing some tension. How would you rate the tension from scale of 1 to 10 at this moment?” I would then followed by what can the team do better? Go round the table and ask for response from each member.

    Reply

  • Avatar

    Sumaia Thomas

    |

    As an Action Learning Coach I would intervene immediately observing a sense of anger in the room. “I’ve observed a sense of anger. in the room. Did anybody else notice that too? How can this impact the group? And how would the group like to manage this situation? What should our norm be for this type of situations?”

    Reply

Leave a comment

You must be logged in to post a comment.