Scenario: Learnings

As an action learning coach, how would you handle the following situation: During the learning check-in the team has identified all of the learning opportunities you had noted both in terms of what went well and what could be better.

Tags: Action Learning, ActionLearning Coach, Team Coach, WIAL, WIAL Action Learning, WIAL Talk

Comments (4)

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    LUDWIG VINCENT TOLENTINO

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    This ALC would start the intervention by asking the team,”what is happening? And continue with the observation that there seems to be a lack or absence of ownership of learning with most if not all learning opportunities cited were from what this ALC has noted. By this time the TMs will realise that they just repeated or echoed what the ALC took note of. This ALC will then follow up with the question, what is the impact of the non ownership or non inclusion of the other TMs personal learning/ realisation in the group discussion? The intervention will end with the question, “what behaviour does the team need to adopt or change that will enable it to achieve its goal by the end of the session?

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    Benjamin Qian

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    I don’t interfere in the process of the group discussion. And at the end of the discussion, when we entered the feedback session, I would first verify to my team members: “I observed that in the last session, we have explored all the learning opportunities that I could observe. So I wanted to explore, what are the reasons why we can identify learning opportunities both for each individual and our team.” . If the group is consciously learning on its own, I will sincerely say, “It looks like the group members are already able to operate independently, and you may no longer need the help of the coach. This is already a great team, and I’m sure you will be better in the future.”

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    Chaofan (Suprince) MA

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    Learning with Positive Emotion

    It is interesting that team members could very easily associate with negative emotion when they were asked “what could be better?”, because people may immediately focus on their gaps. I usually apply the principle of Appreciative Inquiry, helping people to focus on the positive emotion. I have found that by rephrasing the questions to “what have we learned today?” “in what way can we do differently?” “how to apply such learning for future?”, it would help the group looking into the positives and action towards the positives.

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    Gene Audrey Arayata

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    In this situation, I will commend the team for being able to identify all the learning opportunities that I had noted. I will then ask them these questions:

    1. So team, given that we’ve identified all the learning opportunities, what did we learn about the importance of learning opportunities?
    2. How can we apply what we now know about learning opportunities in our own work?

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