Scenario: Powerful Question(2024)
Tags: Action Learning, ActionLearning Coach, Team Coach, WIAL, WIAL Action Learning, WIAL Talk
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Tags: Action Learning, ActionLearning Coach, Team Coach, WIAL, WIAL Action Learning, WIAL Talk
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Ilona Patrycja
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As a coach, I wouldn’t intervene at this moment. I would make a note of the question and who asked it. I would revisit it at the end of the session during the summary of skills that each participant practiced. I would then quote the question and describe the effect it had.
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Marcella Lucas
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Powerful Questions are the essence of Action Learning, and as such very much encouraged. I would not do anything at the time of the question. However, it will be critical for the reflection part of the session.
I would take note of the question, as well as, the impact it has on the direction of the conversation. During the reflection, perhaps one of the participants will also raise it as a powerful question at which point the timing is right to discuss the powerful question and its impact and any key learnings that came from it.
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li laura
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Powerful Questions are very important for Action Learning. As a coach, I wouldn’t intervene at that moment. I would take a note of the question, including the impact it has on the direction of the conversation. I would revisit it at the end of the session during the summary of skills that each participant practiced. I would say:” What are the implications of that powerful question? what are the lessons learned from it?”
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Lihan Wang
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I have two choices.
A.After the impact has been observed, I can interrupt the group and ask if they have noticed this critical question and what is the impact on the team process. If the team haven’t be aware of the importance and impact of the problem, I will share my observations on the team’s progress and ask, “What does this teach us?” How do we move the process forward?” If the team share the perceived impact, I’ll add my observations at the end and ask what inspirations they have for moving the process forward.
B. Don’t interrupt them and just note it on the notebook.Then in the individual leadership feedback time to analyze the impact of the critical question on the team process.
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Kant Srithundorn
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I wouldn’t intervene during this situation because asking powerful questions is one of the key skills that Action Learning aims for participants to practice and enhance during the session. However, during the reflection part, I will mention this moment to allow team members to learn about powerful questioning from a real situation and to instill confidence in their ability to do so.
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Gil Vaillant
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I would note this moment down as a potential learning moment that could be discussed in the wrap up of the session, however I would not intervene in the moment.
While it is a clear learning opportunity, it probably will not be the only learning opportunity for the group during the AL session. If the insight is related to the individual leadership skills it may be raised by one of the team during the wrap up of the AL session where we identify examples of the individual leadership skills.
So it isn’t necessary to intervene as an AL coach at the point the insight is made. I would rather let the team explore this new insight and see how the discussion evolves to identify different approaches to address the team’s challenge. A key priority for the coach is to enable a team to explore solutions that can come from diverse perspectives offered during the session.
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Andrew Rahaman
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Here’s how I would approach this situation:
1. Recognize and Validate the Question: First, acknowledge the significance of the question. This not only validates the person who asked it but also emphasizes the importance of exploring deeper insights within the group. Say something like, “That’s an excellent question that gets to the heart of what we’re exploring here.”
2. Facilitate Reflection: Encourage the group to reflect on the question and its implications. This could be done by asking, “How does this question affect our understanding of the problem?” or “What new perspectives does this question open up for us?”
3. Encourage Exploration: Motivate the team to explore answers and implications of the new question. This may involve breaking down the question further, analyzing its components, and discussing possible consequences or previously overlooked aspects.
As the coach, I’m there to leverage the disruptive potential of deep questions to enhance the learning and problem-solving capabilities of the group, turning unexpected moments into opportunities for significant insight and progress.
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Thu DO
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Hello, team. What do you think about this question? What is the quality of the question? What did we learn about the quality of questions? How does this question impact our team? How our team decide to move next?
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Kathy Zhang
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As an action learning coach, I would maintain curiosity and an open mind. Viewing this powerful question as an opportunity for deeper exploration, I might briefly pause the discussion to allow everyone to absorb it. Then, I would say, “That’s an excellent question, and it has the potential to shift our understanding.” Inviting the team to revisit the original problem statement, I’d ask, “Does the question alter our understanding of what needs solving?” If necessary, we could refine or adjust the problem statement based on the insights gained. Throughout the discussion, I would capture key learning points: What did we learn from the question? How did our assumptions change? How did the team respond to the unexpected inquiry? As an action learning coach, my role is to facilitate learning, encourage critical thinking, and guide the team toward deeper insights, even when faced with unexpected twists.
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