Scenario: Please explain
A participant asks another participant to explain what the intent behind their question was.
Tags: Action Learning Coach, WIAL Action Learning
Trackback from your site.
Comments (10)
Leave a comment
You must be logged in to post a comment.
ams65wp
| #
There are many options here. I would let this situation play out, trusting the team to support each others learning and growth. If I observed a situation where there was clearly an opportunity for me as the Action Learning Coach to improve process, foster greater learning, or intervene to otherwise help the team, I would do so. Often, no intervention is the right intervention.
Reply
betsybailey2014
| #
Politely suggest they frame their comment, with a question. Keep the peace and keep the commitment to the ground rules. Please lead with a question and jot down your comment when we complete the Question Phase of the AL Process.
Reply
Will
| #
Assuming that this a supplementary question asked before a reply is given to the original one, I would intervene, asking that the participant holds back their supplementary question until the person at whom the original question was directed has a chance to respond. Their response might elicit information that makes the intention of the question apparent and moves the process on.
Intention can be ambiguously interpreted here: It may mean purpose or motivation behind the question or alternatively seeking clarity of understanding about the question. The whole purpose of the AL process is to help solve an urgent and important issue as well as focus on individual and team learning. If by questioning intention there is a hint of interpersonal tensions within the group, I might be looking for other evidence to substantiate my observation, and then possibly intervene to surface what I have observed.
Reply
Vow
| #
I agree with Will
Reply
urszula gasior
| #
I would observe how the flow goes and would not intervene unless necessary. It may be that the additional clarification on the question is very useful. I would intervene when I observe a tension between group members.
Reply
DrBea
| #
So long as it was asked with curiosity – I would do nothing. As this can simply be getting out of my own head and understanding another’s perspective.
I would take note if the original question gets answered. If not, during the checkin after the 3 standard questions (How are we doing as a team? What are we doing well? What can we do better?) I would add. I’ve noticed some questions have gone unanswered. Has anyone else noticed this? What’s the impact of leaving questions unanswered? How do we want to handle it?
There is no rule that all questions must be answered 🙂
Happy Coaching
Bea
Reply
chunqingyu
| #
I will just observe the team.If the participant don’t know how to answer the question, I’ll suggest him to give an example.
Reply
Luann
| #
I would observe participants’ tone, body, and emotions to sense the impact of this interaction on the group. Allowing time for anyone in the group to notice and respond and self police if necessary, I would only intervene if it appears the interaction is creating tension. In that case I would ask the group ‘what is the impact of the interaction’? If the participants respond it is affecting them negatively, I would ask ‘how do we want to handle it’?
Reply
Adam Smith
| #
As long as there is nothing happening that impedes the group’s learning and process, I would let things play out. At the next opportunity, I would check in with the group if it seemed like there was an issue or concern.
Reply
Genalee
| #
I would continue to observe see the flow of discussions. In the event that the discussion is getting emotional, I would take this as a learning opportunity. I would ask the team if the way and the tone the questions asked would affect our emotions. How could we then do better as a team? How could we ask questions without getting emotional etc?
Reply