Scenario: Missed Behavior

As an action learning coach, how would you handle the following situation: At the end of the session, a participant hasn’t practiced their leadership skill.

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

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Comments (10)

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    Angela Simone Nicoleti Donadel

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    As an action learning coach I would invite him to thinking what would it have been like if he had practiced this? What kind of new experience could you have lived?

    Also, I will ask the group if them observed during the participant aproach if he applied the leadership skill chosen in practice. Because, some people needs the group support to validated your high self-criticism.

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    Waranunt Chooprasertchok

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    I, as a coach, will ask participant how to understand their leadership skills. Why choose to practice that leadership skill? If participant doesn’t know how to ask question to practice leadership skill. I will ask the team members to ask questions as an example for that participant. And ask participant to consider whether to go into further action learning to choose other leadership skill that are more aptitude or not.

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    June Carter

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    At the conclusion of the session, I follow the standard process of reminding each participant which skill they were working on, then ask them how do they think they did, asking for an example. I would then ask the team when they saw the participant demonstrate the leadership skill. If the individual self-assesses that they did not demonstrate the skill, and the team confirms this through their feedback, I would ask “What was important for you about practicing this leadership skill today?” I might also ask “In reflection, were there opportunities where you might have used the skill yet did not?” “What have you learned from this experience that you can take back to your work or life?” If the individual self-assesses that they did use the skill, and the team does not provide feedback to the contrary, I would ask for specific examples that demonstrated use of the skill, both from the participant and from the team. I would then ask about the impact of demonstrating the skill.

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    Kathryn Jeacock

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    In the debrief at the end of the session I would ask the individual how they think they did working on their leadership skill, I would ask if they think they did Ok or Not Ok? If they felt they did Ok I would ask them to talk me through an example. If they felt they did not do ok i would ask them what they would have liked to have done differently. I would then ask the group how they think the person did and what they observed. I would also hope i had one example of breakthrough questioning or behaviour that helped the group so the person has something positive to take away from the work.

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    Joanna Lee

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    I would also ask the member, if you had the opportunity to replay the session, what would be one question you would have asked that practices your competency? I would also ask the team, if they could help the member with examples of one or two such questions. Through this, I hope the member gets a ‘second chance’. Also, the team gets to contribute to and support that member’s learning, and gain some experience with that specific leadership skill.

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    Ricardo Grzybowski

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    As an Action Learning Coach, I would follow the script by waiting the leadership skills reflection phase. At that moment, if the participant or the team has no observations from what he learned by experimenting to practice the chosen leadership skill, I would ask the question: What could you do better next time? Having it said, I’d let the participant get his take aways, by answering or just doing a silent moment of reflection.

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    Carla Nogueira

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    As a coach he would ask what prevented him from practicing leadership skills. Based on the answer I would explore a bit more about that.
    I would also ask the group if anyone saw him practice the chosen skill. If so, I would ask him again how he realized that.

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    Pei Zheng

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    I will ask the participant what other skills he/she has practiced? Why did him/her not practice this skill, and what did him/her learn from it?
    And in the future, I should remind the team one more time to make sure each person remember to practice their leadership skills.

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    Bettyna Gau Beni

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    I would ask him ou her what would it be if he or she had the chance to practice the leadership skill.

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    Cherry Ge

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    As a action learning coach, I would go through the action learning coach process. I would ask team leadership questions until Reflections on Learning part. How did you demonstrate your leadership competency? Then some members would realize they haven’t applied their leadership competency. Do they have the chance to applied their leadership? How to do better next time.

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