Scenario: Pre-existing Condition(2025)
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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HOANG VIET
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I would intervene with questions like:
– “How is our current team dynamic impacting our ability to collaborate effectively?”
– “What can we do to ensure a respectful and productive discussion?”
If the behavior persists, I might ask privately if they need support in resolving their conflict, reinforcing that Action Learning thrives in a respectful and open environment.
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Hanh Dam
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Before starting the session, I will check in with the team on the emotion “How do you feel right now before we start the session – one or two words and why?. This will help them to express their feelings in a group context (controllable) and reduce the pressure. Then next question, “Anything we need to leave it out of the door to make this session the best for us?”. This will prepare themselves for the session.
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Pei chun Lin
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As an Action Learning (AL) coach, I ensure psychological safety and encourage mutual support, respect, and listening. If I sense conflict before the session, I’ll check with the individuals:
“I overheard some tension. How are you both feeling? Are we ready to proceed?”
If they agree, I remind them of expected behaviors. During the session, if conflicts arise, I’ll prompt reflection:
“How can we describe our discussion so far?”,“What went well? What can be improved?”
“How can we handle disagreements under AL guidelines?”
This helps the team recognize dynamics and improve their interactions.
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Dale Forkner
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I would interrupt the argument in a non-confrontational manner and ask what the problem is. I would find out if the argument is in any way connected to our session. If so, I would then remind them that this is a professional environment, and all opinions are to be respected. If not connected, I would instruct them to set aside this dispute and focus on the matter at hand.
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ANGELINA ALICEA
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If I noticed tension between team members, especially if it affected the group dynamic I would stay calm, without reacting to the behavior in a way that adds to the disruption. I would pause the session and state what I am observing in a neutral, non-judgmental way, such as, “I am noticing some tension. How might this be impacting the team’s ability to work together effectively?”
Rather than focusing on who’s right or wrong, I would steer the group toward reflection on group dynamics, trust, and communication. My role isn’t to mediate the conflict directly but to create space for the team to learn from what’s happening. If needed, I might ask the individuals if they’re willing to continue the session or if they need a few minutes to reset.
After the session, I’d check in privately with each person. Not to take sides, but to ensure they feel heard and to encourage any follow-up needed outside the action learning space. For me, this approach reinforces the idea that learning includes how we show up with one another, not just how we solve problems.
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