Scenario: New Tool

As an action learning coach, how would you handle the following situation:

You recently attending training and learned a new way of doing root cause analysis. You know if you share this with the team they will be able to identify the real problem much quicker.

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

Trackback from your site.

Comments (14)

  • Avatar

    Simone Gutwilen

    |

    I wouldn’t do an invervention because as a coach of action learning I cant wrap directly in the problem solution. There is no such intervention or help. I have to do interventions only with questions when there is a learning opportunity. If I realize the group might be struggling with gaining clarity on the problem. I would interven asking: “on a scale of 1-10, how much clarity do we have on the problem?”
    Then, I would ask “what we can do to gain more clarity on the problem?”

    Reply

  • Avatar

    Ana Motta

    |

    As an Action Learning Coach I have one important rule – rule 2 which is the role of coach – and in this rule it is clear that my role as Action Learning is to control time, and to make interventions as to identify opportunity for learning. In addition, Action Learning will not engage in the problem, and will focus on improving group performance and help the group develop leadership skills. Among the learning interventions what Action Learning can do are in-depth questions such as: “How does the group perceive that we are going to use all the tools we have at our disposal?”, Followed by a question like ” How do we make this happen? ”

    It is also worth considering that the methodology has been structured in a way whose steps are properly cared for and important, and the OPEN QUESTIONS tool brings enormous reflections on the root cause question, even for the narrator of the problem itself, who may have a deep silence with great reflections and discoveries

    Reply

  • Avatar

    Ana Carolina Ferreira

    |

    As an Action Learning Coach, I can’t interfere in the problem solving directly. My role is to take care of the process. The team goes so far they can reach, and I think these is one of the main benefits of the method : to mature the teams , building confidence and strenghening habilities to act as a team. I would do an intervetion through questions like : Which part of the process are we ? (exploration). How is the quality of questions? What kind of questions can help the team to explore and understand the problem ? Who has the next question?

    Reply

  • Avatar

    Eva Hirsch Pontes

    |

    Durante a roda de A.L. eu não usaria esse conhecimento, pois meu papel como A.L. coach não diz respeito ao conteúdo. No máximo, talvez esse conhecimento pudesse me ajudar na formulação de alguma pergunta específica ao grupo na escala 1 a 10, mas sempre em resposta ao que estivesse emergindo no grupo.

    Entretanto, se eu penso nas rodadas de A.L. como uma das ferramentas utilizadas dentro de um projeto de Desenvolvimento Organizacional, eu poderia propor um Workshop sobre análises de causa raiz, seguido de rodadas de A.L. nas quais os participantes teriam oportunidade de praticar os novos aprendizados.

    Reply

  • Avatar

    Desdra Bascombe

    |

    As the coach, i would not introuduce the Root Cause Analysis methodology because this is an Action Learning intervention which is a tried and tested tool for achieving organizational effectiveness

    Reply

  • Avatar

    Wanchana Kaewwirun

    |

    As this session is to support the group members and problem sponsor. What I can do is to invervene for their learning and inpire to action. I won’t provide the new method or solution to them. But will ask questions creating and provoke their thoughts.

    Reply

  • Avatar

    Amanda Leung

    |

    As an Action Learning Coach, I will not introduce the new tool in the discussion session, as the role of the coach is to make interventions only when there is any learning opportunity for team in the problem solving. This is not a training session but an action learning sessions, which is a proven approach for the team to build their momentum and confidence as a team. Instead of telling them the new tool directly, I would ask questions to let them team have self-reflection on the quality of the process and questions, and let them explore the situation and problem.

    Reply

  • Avatar

    Thadsamon Namsiri

    |

    As an Action Learning Coach, I will not introduce the New tool in the session, As a role of Coach has to support team learning through intervention by asking question only, and finding the root causes or real problem are the team’s duty. Trust the team and allow the team to do their work along with the process and help supporting learning opportunities for better team working

    Reply

  • Avatar

    Tharntip Jirakanjana

    |

    As a coach, I believe in the AL process. I will allow the team members to take the time to ask questions. And learn for self-questions and teams so that they can be used in their daily lives too.

    Reply

  • Avatar

    Pratya Opaspakornkit

    |

    As a coach I’d introduce action learning to team that there are new problem solving tool to help us as organisation and collaboration each other as team, also there much more benefit into this tool rather than just try to using current quality problem solving tools.
    I am strongly recommend team to use this tool just one time to see the process and if they are not comfortable to use then I will conduct 1 session for training overview of action learning to them before use to solve the issue.

    Reply

  • Avatar

    Amornrat Pratoomma

    |

    The beauty of being an Action Learning Coach is to see that everyone in our team is learning. “Process is more important than the result,” I would say. Each individual learning is unique and touches one of us differently. As a coach, I will make sure that each one of them understand this magic of Action Learning. I will not interfere during the session. However, I will share this new tool outside the session after/before the session as our knowledge sharing instead.

    Reply

  • Avatar

    Arthur LV

    |

    As an action Learning coach, my role is to ensure the action learning process is done in the WIAL’s standard. Another role to discover learning opportunities during the session and intervene in with action learning way. Therefore, I would not facilitate the session by getting into a discussion with whatever tools we might have to solve the problem. Nevertheless, if the team is somewhat “stuck” in the session in search of solutions to the problem, we can intervene with the S.I.D. model of action learning and still let the team members realize they might have tools to use in solving the problem. Still, we should not allow the teaching of the tools or using the tools during the action learning process. Either the team discovers they can get out of the action learning session temporarily or as an action learning coach with the SID model to make the team members reflect and then let them decide whether to get out the session temporarily. Outside the action learning session, we then allow the team to use the tools to come out with solutions or find the real cause of the problem they are facing.

    Reply

  • Avatar

    Limin Miao

    |

    Unless the session go without any conclusion or I shall let the session go on according to the flow and carry on to look out for learning opportunities for the participant. However, if there seem to be a “deadlock” and the session is going no where then it is worth to intervene using the SID model. The aim is to let the participants discover that they could temporarily get out of the action learning session. Only out of the action Learning session could we discuss whether they would like to use other tools to try solve their problem. Upon this, then we could introduce more suitable tool for the situation.

    Reply

  • Avatar

    Joaquim Braga

    |

    As an Action Learning coach, one of my roles is to facilitate the group’s learning process. It is not to help the group solve the problem per se. For me to fulfill my role well, I need to make sure I don’t enter the group content (i.e., I’m more focused on their process, not on solving the problem per se). With that in mind, I would keep my roo analysis training to myself and work very hard to keep that information out of the way, so as not to disrupt my own process during the Action Learning session.

    Reply

Leave a comment

You must be logged in to post a comment.