Scenario: Leading Questions
Tags: Action Learning, ActionLearning Coach, Team Coach, WIAL, WIAL Action Learning, WIAL Talk
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Tags: Action Learning, ActionLearning Coach, Team Coach, WIAL, WIAL Action Learning, WIAL Talk
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Cynthia Wong
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Mr. ABC, thank you for your inputs.
Team, what are other aspects of the problem that you think need to be explored apart from what has been asked by Mr ABC?
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Bo Ee Bernard Chwee
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As a coach, i will intervene by asking: – “Team, how are we doing as a group so far on a scale from 1 to 10 (1: – poor, 10: – excellent)?”
After answers are heard, I will follow-on by asking: – “Do we have agreement to the problem?”
After answers are heard, I will invite the group to write what they understood the problem to be and ask each participant to share what was written.
When everyone is heard, I will ask: – “Is there an agreement on the problem?”
After answers are heard, I will ask: – “What would help us get to consensus?” (if required.)
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Luz Longsworth
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I would ask the team “team what is the nature of the questions being asked and how is it affecting our work?” This will allow for the team members to respectfully air their views regarding the participant’s questions. A possible follow up intervention on my part would be to ask” how do you wish to proceed now?” to allow the team to move forward in asking deeper questions.
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Hèlen Rasenberg
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As an action learning coach I will ask the team to look at the problem from different angles. That is the way to peel off all the layers of the problem. I will also ask the team how we react if we hear the same questions over en over again. Then I ask the participant if he or she can accept this proposal and I will also ask this person if we continue the session.
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Przemysław Witka
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I would pick one of two interventions:
1. Option 1: First intervention from the scrip – how we are working as a group/what are we doing well?/what can we do better?/…
2. Option 2: I would stop the group after this participant ask this persuading question again and ask the group “Team, let me stop you for a minute. I heard that person X keep asking this question. What’s really happening here?” – and after team reflection “How do you want to handle it in the future?”
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Nabih Jabr
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I would ask the individual in question, then the team: what do you think the team should do when one team member believes he has identified the problem and the others are not convinced? How can we deal constructively with that situation? Which leadership competencies can we use for that?
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Monika Pawłowska
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My intervention would be as below:
Team, I’d like to make an intervention now. How are we doing so far? What are we doing well? Wha can we do better? How do you assess from 1 to 10 cooperation in the team? What do you think of questions you’ve already asked? How good are we in asking fresh questions that bring new plots in the discussion? How well are already asked questions bringing us to the nature of the problem? Do we have a consensus over the problem? Please, write down your understanding of the problem and read it loud when everyone’s ready. Next, every participant reads its’ understanding. If it is different: What can we take out of this? What can help us to get closer to the consensus? What actions will we take? If it is the same: What can we do to strengthen cooperation and team learning? Team lists ones. Which do you want to implement now? Do all agree?
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Ana Goncalves
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As an action learning coach, how would you handle the following situation: A participant is convinced of the true nature of the problem and repeats the same questions over and over in an effort to persuade the others, even after others have made it clear that they do not believe that is the real problem is. They believe that what this particular participant is advocating is just another symptom.
This involves discussing our group dynamics and progress by addressing questions such as: “How are we collaborating as a team?” “What aspects are we excelling in?” and “Where can we make improvements?”If the same participant repeatedly poses leading questions, I’d pause the group and say, “Team, may I pause for a moment? I’ve noticed that person X has been consistently asking this particular question. Can we take a moment to understand the underlying dynamics?” After the group reflects on the situation, I would inquire, “How would you like us to handle such instances in the future?” This encourages the team to collectively address the issue and come up with strategies to ensure a well-rounded discussion.
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Leo Vo Thai Lam
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As a coach, I will intervene by some following questions
– Hi team, I’ve obsserved that a question asked several times. What What’s really happening?
– What is the impact of this on the team?
– How to we want to handle it?
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Leo Vo Thai Lam
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As a coach, I will intervene by some following questions
– Hi team, I’ve obsserved that a question asked several times. What What’s really happening?
– What is the impact of this on the team?
– How do we want to handle it?
Reply