Scenario: Multiple Behaviors

As an action learning coach, how would you handle the following situation: At the end of the session, several participants have practiced many of the leadership skills that were written up.

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

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Comments (5)

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    Kathryn Jeacock

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    During the action learning session I would be writing down examples of where I have seen people practice their leadership skills. I would then use this information in the debrief at the end of the session. I would cover how we each did on developing their individual leadership competency. I would provide specific feedback on when I observed the leadership skill in action. To each person, in turn, I would say – ‘I observed (describe situation/questions asked), might that be an example of this leadership skill?’

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    Andrew Rahaman

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    As the action learning group was finishing, I would go around the table and ask each person to identify what skill they were working on, how they assessed themselves on working on that skill and ask others to provide feedback on where they saw the person exhibit that skill. I would also ask “what was the impact of (Ns) leadership behavior?” I too would then offer where I had observed the person (N) using that skill and its impact on the group. At the end of the session, I may ask “how could you use that practiced skill at work and in your personal life to your benefit” followed by “what do you think the impact would be to your office colleagues?” Positive reinforcement helps people practice new skills they are learning and helps them see themselves differently by re-framing assumptions about behaviors.

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    Joanna Lee

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    I would like to do 3 things and ask the team:

    1) Team, at the start of this session, you chose a leadership competency to develop. How did you practice this competency which you desired to grow in? – The intent is to help the team recall specifically and to draw their awareness to how the AL session has helped them in their personal development as mentioned at the onset.

    2) Team, the leadership skills listed on the board were practised by many members of the team. What new perspective did you gain from questions that were specific to your own competency? – The purpose here is for members to learn from one another, and gain new insights into the competency they had wanted to grow in.

    3) Team, how was the solution impacted by questions asked from the angle of each leadership skill? What do you think would be the impact on the department? What could we learn that can be applied to our organization?

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    Jiang Jie

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    Firstly, I will let the members evaluate their leadership skills practice and behavior, measured with 1-10 points.
    Then, I will ask why this is the score, what behaviors be seen in the practice of leadership skills, and let other members share the observations of the members’ behavior; As a coach, can also supplement the observations and feelings.
    Last but not least, I will ask the member what can be done better, what actions or behaviors will be taken in the future; other members and I can also give suggestions.

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    Wilailak Ashley

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    I would use SID to make sure how team practiced their leadership skills that they like focus since the beginning of the session.

    How are we doing well with practiced leadership skill that you like to focus ?
    What could we do better in term of helping PP?
    What will be better if we can use all leadership we were practiced to you and your team ?

    and i would ask them what is score that they did well with practiced leadership skill and would ask how the team member observe other team member to practiced leadership skill during session.

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