Scenario: Missing Participants (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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Melissa Davis
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As an Action Learning Coach, I send a welcome email to the group or cohort with a brief introduction, what to expect, and the session dates and times. I note that their participation is crucial, and they should let me know if the selected dates and times do not work for them. Understandably, emergencies happen, and after the first missed session, I would send an email to check in with a reminder of the next session. If they continue to miss sessions, I would speak with the coordinator or contact person for the leadership program and share my concerns. I will also express my concerns if I do not receive a response from my initial check-in emails or if their absence disrupts sessions and the group cannot move forward.
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ET
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In addition to what Melissa Davis has written here, I would also talk to the two people who do not show up routinely to find out what are their commitment and thoughts to the project, what were the reasons for their no shows, and how do they plan to work with the other 6 people on the critical corporate problem. Basically, to understand what are the real problem for them not able to show up.
Then, I would invite everyone in the team (whether it’s a short in person or online meeting) if they have noticed the no shows; how have the no shows impacted the project so far, and how are they, as a team, going to do about it?
At the meantime, I would update the coordinator or contact person for the leadership program what’s going on, see what his/her thoughts are, and how can I support them.
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Valentino Baguios
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As the Action Learning coach, I would first observe the impact of the absenteeism on the team’s dynamics, participation, and problem-solving process. Then, during a session where attendance is again an issue, I would pause the discussion and ask a reflective question to the group, such as:
“What is the impact on the team when some members are not consistently present?”
“How does this affect our ability to learn and make progress on the problem?”
These questions help the group surface the issue without singling out individuals, encouraging them to reflect on shared accountability and commitment—both core to leadership development.
If the issue persists, I would escalate it outside the session by privately informing the program sponsors or coordinators. Since this is a six-month leadership program tied to critical corporate work, there are organizational expectations that may need to be reinforced outside the Action Learning space.
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Wenyue He
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Prior to the Action Learning session, I will discuss this with the sponsor and PP to see if it will affect this session and let the sponsor decide on any personnel or schedule adjustments.
If there’s still an absence on the day, I’ll start by saying, “Some members are absent today. How can we make the best use of this meeting to move the topic and learning forward?” This allows the team to decide on the best way to divide labor for the discussion. After the discussion, during the reflection phase, I’ll ask the team, “How can we keep the absent members in the loop and help them catch up on what the group did in their absence?”
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Kim Ketel
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I believe it would be best to first discuss the matter with the team manager, as he or she might be able to address it. However, it is not within my responsibilities as an Action Learning coach to intervene in such issues. Therefore, I will proceed with the session as planned
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Stina Öhman
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In planning with the sponsor, I would emphasize the importance of consistent participation and clarify expectations upfront. I would also raise this with the team in the initial session, inviting them to agree on norms for attendance.
If someone is absent, I would ask the team: “I notice someone is missing—what’s the impact on us as a group?” If the pattern continues, I would facilitate a deeper team reflection: “What can we do to ensure full participation?” and “How can we handle the ongoing absenteeism and what actions do we as a team feel are appropriate?”
If absenteeism persists despite team-led actions, I would then bring the issue to the sponsor’s attention, as it may indicate a structural or motivational challenge beyond the team’s control.
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