Scenario: Meyers Brigg(2025)
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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Miroslaw Tarasiewicz
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Ask open question: “What can we do in order to allow all everybody to participate in the discussion in the most convenient way?” or “What can we do in order to be aware of all opinions?” or “How important is to allow all people to ask questions?” Wait for answers and ask next question: “So – how we will work since now?” Then follow-up in a few minutes.
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Hanh Dam
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As only the introvert shared the answer, I would like to ask other team members to share the answer for that question. This will bring everyone to the same page – acknowledge what’s happening from different view points of team. Then, I will ask the next question, “how important is the participation for our team discussion?”. Purpose of this question is to confirm with the team on the value of participation to the success of the team. The last question is “how do we want to make it happen?”, get their commitment to what they want and they can do.
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Rachel Wang
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As the coach, I would first thank the introvert for being open and sharing their thoughts and situation. Then, I would ask the group the following follow-up questions:
What value do we gain by hearing opinions and ideas from everyone?
How can we ensure that everyone has an equal opportunity to participate?
What can we do differently to encourage the introvert to engage more?
Finally, I would turn to the introvert and ask:
What support or help do you need from the group to feel more comfortable participating?
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Valentino Baguios
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As the Action Learning coach, I would recognize this as a powerful moment to explore inclusive leadership and team dynamics. After the introvert shares their experience, I would pause and invite reflection from the group by asking:
“What are we learning about the different ways people contribute in a team?”
“How might we create space for all voices to be heard, even when they process differently?”
“What can we do as a team to ensure everyone has the opportunity to contribute meaningfully?”
I would resist the urge to “solve” the situation myself. Instead, I would allow the group to decide on practical adjustments, such as longer pauses after questions, taking turns more intentionally, or using written input when needed. These team-generated solutions are often more sustainable and respectful.
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Sherlyn May Tiglao
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Honestly, this is a situation that comes up often in team settings. If I were the coach in that moment, I’d thank the introvert for sharing their perspective. Then, I’d open it up to the group by asking something like:
“What can we do as a team to make sure everyone has space to contribute?”
“How might the current pace or flow of the conversation be helping—or limiting—our learning as a group?”
I’d guide them to reflect and find ways to adjust their group process. Sometimes just suggesting they pause a bit after questions, or agree to a simple structure like round-robins, can make a big difference.
I would also ask the introvert “What can the team do to better support your participation?”
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Wenyue He
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I will ask the team, “How does everyone feel about the group’s operation so far?” As members share their observations, and if someone notes that introverted members participate little or express that they often miss participation opportunities, I will ask, “This partner just said they always miss participation opportunities. I’d like to ask everyone, can this situation affect our group work if it continues?” Then, I’ll invite members to share their views and ask, “If everyone thinks it does have an impact, what should we do next as a team?”
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Loan Do Thi
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First, I would acknowledge the introverted member’s sharing: “Thank you for sharing. I understand you need more time to process information, and that causes you to miss opportunities to participate.”
Then, I would ask the team:
“Hello team, how does one member not having the opportunity to participate impact the team’s overall effectiveness? How can we create an environment where those who need processing time can still contribute most effectively?”
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Stina Öhman
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As an Action Learning coach, I would bring the team’s attention to the imbalance by asking reflective questions such as:
“How can we as a team structure our sessions to ensure that we get the benefit of hearing everyone’s input?”
“How can we ensure that everyone has the time and space to share their perspectives?”
“How might we adapt our discussions to include different thinking and processing styles?”
These questions help the team reflect on their group dynamics and take ownership of creating a more inclusive environment. My role is to support that awareness and learning through thoughtful questioning, not by providing solutions.
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