As an action learning coach, how would you handle the following situation:
A norm that the team set is not working for them. For instance, they decide they must check with each team member if they want to respond to a question before moving to the next question. They discover this is slowing the process to a painful pace.
Ask the team – “Team, what do you observe here? Is it helping?”
I will ask, How is the team doing in terms of time? And if the response is that they are going slow? I will ask, What the team believes is the cause for this? And again, if the team responds, the norm of checking with everyone for a response is slowing them down? I will ask, what the team would like to do about it? And based on that if the team decides a new norm, I will ask, who has the next question?
I would intervene:
“Hi team, How are we doing as a group on time management so far?
What are we doing well?
What could we do better?
As an action learning coach, I would intervene to make a reminder by using the SID model
Hello team,
I’m noticing that Team Speed is slowing and Your team are wasting a lot of time, does anyone else feel the same way?
What is the impact of using this norm ?
What will happen to the group if we continue?
What can we do to improve.
As a Coach, I will ask the team:
– How did the group perform with the standards it set?
– What standards are currently no longer relevant to the group?
– What is the impact of nonconforming standards implementation in the meeting?
– Why is the implementation of the appropriate standard important in today’s meeting?
– How does the group develop standards that are appropriate for the group?
I would ask, how does this principle (which they adopted earlier) affect their work today? What would they like to do with her later in the meeting?
I would make an intervention by asking the group how well they believe they are working together on a scale from 1 to 10. I would then follow up with: “Is the rule you established helping the team? How so?”