Scenario: Opposite Behavior

As an action learning coach, how would you handle the following situation: A participant does something in direct contradiction to their chosen skill.

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

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Comments (7)

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    Dina Guo

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    I would not intervene at once. If the similar situations occur several times, I would intervene and ask all the participants, “Dear all, I observed a phenomenon that someone did something in direct contradiction to their chosen skill. Did you observe it? Why did you choose this approach? What do you think the effect? What would you do next?”

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    Wanchana Kaewwirun

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    If participant continue to do the opposite behavior of chosen skill. As coach, we can ask that “how do we practice on chosen skill” . It’s like to bring participant back to think what we initially agreed on practicing chosen skill.

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    Joern Moeller

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    At the end of the AL session, I would ask the participant to evaluate his/her behavior in relation til the chosen skill, let the other participants give their assessment and finally let the participant reflect on why there was a discrepancy between the chosen skill and behavior.

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    Megan Bennett

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    I think there may be a few options depending on the dynamics of the team. First, if the behavior contradicts multiple times and if it is detrimental to the group progress, I may intervene with a learning question. “How are we doing with working on our leadership competencies?”

    If not detrimental to the group, I may instead use my script as a guide I would wait until the conclusion to ask all participants to evaluate their individual behavior on the leadership skills they identified at the beginning of the session.

    Either way, encouraging the self-reflection of the participant and the team reflection of how they observed the behavior would be important.

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    Michelle Ow

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    I will observe for a while longer and notice if the contradiction persists. If it does, I shall intervene with the following potential questions/instructions:
    * on a scale of 1-10, how are we demonstrating our chosen skill? 1 being very little or not at all, and 10 being all the time or consistently.
    * Would anyone like to clarify their chosen skill, or ask any of the team members to clarify their chosen skill?
    * Let me remind everybody to practice your chosen skill. At the end of the session, I will be asking each of you to share how you have demonstrated the skill and also ask the other team members to provide you with some observations of you demonstrating the skill. As the coach, I will also be providing you with my observations.

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    Joanna Lee

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    I will ask the team, let’s close our eyes for a moment, please tell us what is the chosen leadership skill you wanted to practice. This is to prevent them from looking at the flip-chart. Then, I will ask the team how have you been practicing your chosen skill (scaled response); and how can the eam do better?

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    ZAMORA DAMIÃO MARIA DE LURDES

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    Leader skills are raised at the beginning of the process, and only at the end of the process will the participant assess their performance and examples. Then the other participants are also asked examples where the participant has demonstrated the leadership skill he or she has established for coaching.
    In this case he would say nothing, after all the process aims to highlight the moments in which the participant practiced the skill and not the moments in which he did not contemplate it.

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