Scenario: Outta Here(2024)

As an action learning coach, how would you handle the following situation: Someone decides they don’t like having to follow the rules and threatens to leave.

Tags: Action Learning, ActionLearning Coach, Team Coach, WIAL, WIAL Action Learning, WIAL Talk

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Comments (8)

  • Avatar

    Nga Khuat

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    As a coach, I wil take invention as below:
    Hello Team,
    As I see, a member want to leave from this action learning section.
    – How does this case impact to team?
    (Team response)
    – How can we solve this situation?
    (Team make decision)
    – Are there any rule make trouble to you in this section?
    (In case do not have any barriers. It’s mean this trouble belong to only one person)

    Reply

  • Avatar

    Ilona Patrycja

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    As a coach, upon hearing such statement, I would pause the group for a moment. I would remind them of the two important rules during the Action Learning session. Then, I would ask the group why they believe it is important to adhere to these rules (especially the first rule). If we had discussed it before the session, in this case, by pausing the group’s work, I would say:

    “I hear that not everyone wants to follow the agreed-upon rules. How does this impact our work now? How do we want to deal with this?”

    Reply

  • Avatar

    b t hang tuah baharudin

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    As a Coach, I will asked the team what would they be thinking about the idea of a member leaving the group? I would ask them for the consensus and would be asking them, How would this decision impacted the group overall outcome? Can anyone came up with a reason to convince the team member to stay on? And what lesson can be learned from this situation?

    Reply

  • Avatar

    li laura

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    As a coach, I would pause the group for a moment. I would remind them of the two important rules during the Action Learning session, then I will take invention as below:
    “I hear that not everyone wants to follow the two rules.How do you feel for the current situation? ”
    “How does this impact to the team now? what do we learn form this?”
    “How do we want to deal with this situation? “

    Reply

  • Avatar

    Thu DO

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    Hello team,
    – Did you observe there is member doesn’t like having to follow the rules and want to leave. – – What is the impact on the team?
    – How team decide to do next?

    Reply

  • Avatar

    sudesh prabhakaran

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    As an action learning coach, I would first acknowledge the individual’s concerns and understand why they feel the rules are challenging for them. I would then facilitate open dialogue to explore specific issues with the rules and their impact on both the individual and the team, emphasizing the importance of rules in maintaining structure and fairness. Collaboratively, we would work towards finding solutions or compromises that address the individual’s concerns while ensuring alignment with team objectives and values, fostering open communication and mutual respect throughout the process.”

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  • Avatar

    Angela Jaquith

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    At the beginning of the session, when I explain the rules and ask if everyone understands and agrees to them, I think it’s important to ask if anyone else would like to add any rules about our time together and discuss any suggestions that are brought up. This adds a “bottom-up” element to the idea of rules and establishes that the rules are meant to serve, not restrict, them. If someone still refuses to follow the rules, I believe it is not productive to force, coerce, or manipulate anyone to do anything. As a coach, I would ask them to explain why they are uncomfortable with the rules and try to address any issues they bring up and ask if anyone had something to add to the conversation. It is possible that other people are feeling the same way and if not, they will most likely be able to help their team-member in some way. It is necessary for everyone to feel safe, seen, and valued for AL to work.
    I would also ask the group how they think the rules benefit them and how they feel about someone not participating in them. I think this might be self-regulatory, but it would depend on the case. If an individual does not want to contribute to the mutual benefit identified by the team, I would ask if they would prefer to excuse themselves from the room or if the team was ok with the individual staying to just observe to learn how the rules add value–sometimes you have to see it to believe it.

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    Dominika Pupkowska-Bral

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    At the beginning, I would agree with him that working in the Action Learning formula is different from traditional meetings. I would show understanding that this new form arouses anxiety or fear in him. I would point out one more time that everyone present at the meeting learns, that we also learn by making mistakes, and I would remind them that no one judges anyone and that there are no stupid questions. I would ask him: “Can we help you in any way to make you feel more comfortable working with us based on the principles of Action Learning?” If he/she still wanted to withdraw from the Action Learning meeting, I would definitely ask the group: “How will it affect the team’s work if this participant suddenly leaves?” and then “What can we do to make him feel comfortable and change his mind?” If the group’s arguments still do not convince him/her and he/she leaves, I would definitely discuss the situation with the group: “How did this affect the atmosphere of the meeting? What can we do to ensure that this situation does not negatively impact the group’s work?” In the meeting summary, I would also ask participants: “What could we have done better to keep this participant at our meeting?”

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