Scenario: Negative Feedback(2025)
Tags: Action Learning, ActionLearning Coach, Team Coach, WIAL, WIAL Action Learning, WIAL Talk
Trackback from your site.
Comments (3)
Leave a comment
You must be logged in to post a comment.
all-in-one-event-calendar-extended-views domain was triggered too early. This is usually an indicator for some code in the plugin or theme running too early. Translations should be loaded at the init action or later. Please see Debugging in WordPress for more information. (This message was added in version 6.7.0.) in /var/www/wp-includes/functions.php on line 6114all-in-one-event-calendar-frontend-submissions domain was triggered too early. This is usually an indicator for some code in the plugin or theme running too early. Translations should be loaded at the init action or later. Please see Debugging in WordPress for more information. (This message was added in version 6.7.0.) in /var/www/wp-includes/functions.php on line 6114Tags: Action Learning, ActionLearning Coach, Team Coach, WIAL, WIAL Action Learning, WIAL Talk
Trackback from your site.
HOANG VIET
| #
As an CALC, here’s how I would handle the situation:
1. Stay Calm and Receive the Feedback
2. Ask Questions to Clarify the Situation
– “Can you share more about the specific behaviors you found distracting and suggest ways to improve?”
– “In your view, how has this affected the team’s ability to achieve its goals?”
3. Refocus on the Team’s Goals and Responsibilities
– “We are here to support each other in developing leadership skills. How can we turn these observations into learning opportunities?”
4. Facilitate Reflection
– “What can we learn from this situation to improve collaboration within the group?”
Reply
Kamila Glogowska
| #
The answer can be multi-faceted.
1 I would ask for examples of those sentences from which the member has this opinion. As he collects them and justifies them I would ask the group how they perceive these examples. If the group is of the same opinion I would guide the situation like this:
X, would you like to hear from the group what other questions/behaviours would be supportive of the group? x answers yes.
Team, you have one minute to note down one piece of advice for X that would help you and at the same time develop the competency X was working on.
I would continue discussing the Learning process and even highlight this situation as developmental.
2 I would give a brief mention here of the fact that while we learn new skills, they are not always so natural to us, so this can sometimes be a reason for nervousness – our own or those around us.
3 I would refer to the goal – that if the presenter recognises that it is achieved then we recognise that it is. Alternatively, I would remind them that we still have sessions contracted in the process.
Reply
Gordon
| #
I would ask the feedback provider for reference:
• “Could you be specific about the behaviors you’ve observed?”
• “Has the team noticed this perspective? What do others think?”
• “What impact did this have on team collaboration and learning?”
• “How can we demonstrate leadership while ensuring the team still efficiently accomplishes the task?”
• “In situations like this, how can the team support one another to improve outcomes?”
Reply