Scenario: Leading Question
Tags: Action Leaning, Action Learning Coach, WIAL, WIAL Action Learning, WIAL Talk
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Tags: Action Leaning, Action Learning Coach, WIAL, WIAL Action Learning, WIAL Talk
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Joanna Lee
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I would ask the team :
How are we making progress towards identifying the real problem? (The differences could surface) What is the impact on the team?
What needs to be addressed in order for the team to move in the same direction?
How would the problem presenter like to be helped by the team?
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Jiang Jie
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Firstly, I will not express who is right or wrong. I will give feedback of my observations: “not everyone has reached a consensus on the definition of the problem”. Then ask questions, “what effect will this situation have?“” How can it help solve the problem?“
It is also possible that I will let everyone pause the discussion of the issue, instead of involvement in team development, or the involvement of one or two participants in leadership skills improvement.
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Ray Liu
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1. I would say I noticed that XXX seems to repeat the same questions and ask did you notice that?
2. Then, I would ask how will you explain that?
3. I would further ask what’s the impact on our team’s performance?
4. Finally, I would ask what will we do to deal with that?
During the process, I would find a good timing to ask this particular participant to share his/ her feelings after hearing other’s thoughts?
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Yesong Yang
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Action learning coaches need to be neutral, objective and impartial, and can ask questions:
I’ve seen this happen over and over again when it comes to the nature of the problem, have any of you noticed this?
What common practices and ideas do these phenomena have?
Which ones are OK and which ones are not?
How does this affect the team?
What does the team want to do?
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Yesong Yang
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If participant A was persistent and uncompromising, the action learning coach stepped in and asked, “first, please write down what you think is the nature of the problem?” “Then, ask each member to read out the true nature of what you write, and finally ask PP to read what you write to the team members.” “Do we now agree on the nature of the problem? Yes, no, or close?”
There are two possible scenarios, and action learning coaches take different approaches:
The first is that PP and team members have the same perception of the nature of the problem. Participant A is different from everyone else. The participant recognizes the personal problem and stops trying to convince others by repeating the same problem. The action learning coach stops getting involved and lets the team move on.
The second is that PP and team members have the same perception of the nature of the problem. Participant A is inconsistent with everyone else. The participant still insists on going his own way, repeating the same problem to convince others. The action learning coach continued with the question: “I see participant A repeating the same question over and over again, trying to convince people, have any of you noticed this phenomenon when it comes to the nature of the problem? “” how does this affect the team? “What does the team want to do?”
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Ye Zhou
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My questions to the participants, ‘I observed you repeat the same question several times, what do you think of it?’, ‘You raised this question and explained to other team members many times, what do you hear of from them?’, ‘I heard of different ideas from other members, do you hear of it too? what does it impact you, or what ideas?’
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Grace Brelje
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I would ask participants “Do we have agreement on the problem – yes or no?” Then I would ask participants, “how can we work together to get more clarity on the problem?” If the person continues to ask leading questions, at that point I might stop them and ask what’s the intent of the question they are asking?
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Alberto Zevi
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I would intervene with the alternate sequence: “I’ve observed that someone is repeating the same questions over a over… Has anyone else observed this? What is the impact of this on the team? As a team, how do we want to hadle it?”
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Hanh Nguyen
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I will ask the team to get consensus on the problem to make sure that the team get right direction and then i will check with PP to check with PP if it’s the right direction for PP to solve the problem.
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Hanh Nguyen
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I will ask the team to get consensus on the problem and make sure that they are on right direction. After that, i will let PP give his/her voice to confirm it’s the right direction to help him/her solve the problem.
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THU HUONG NGUYEN
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As an Action Learning Coach, I trust the questions and reflection as the component of Action Learning.
– The Coach can reflect back “Hello Team, I hear two things from team conversations:
* First, I hear you agree the true nature of the problem which is ….
*Second, I hear you agree you think the problem can have some extents which are able to reach out for the result of the problem identification.”
– The Coach can ask ” Hello Team, when you say identifying real problem, what kind of real problem is that real problem?”. Team member answers”….”
– The Coach asks “Is there any thing else about real problem?”. Team member answers “…”
– The Coach asks “That real problem is like what?”. Team member answers “….”
– The Coach asks “What kind of real problem is not that real problem?”. Team member answer “…”
– The Coach asks “Is there any thing else about real problem but not real ones ?”. Team member answers “…”
– Lastly, the Coach asks ” So, Team what would you like to have happened?”
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THU HUONG NGUYEN
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Coach asks Team:
-“Hello Team, Coach notice that one member repeats the same questions over and over. What is happening ?”
– “What will impact of team’s problem identification?”
– ” What will happening to the team if we continue?”
– “What can we do to improve it?”
– “Who has the next question?”
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