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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Sherlyn May Tiglao
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As an Action Learning Coach, I would begin by calmly acknowledging the tension without taking sides. I might say something like, “Before we begin, I noticed there was some tension earlier. Am I correct?” I will then ask the participants about what would be the impact of this tension to our session. Finally, I will ask them how they would like to proceed.
“How might this behavior impact our ability to work together and learn as a group?” This invites reflection without blaming anyone.
My goal would be to help the team recognize the impact of their behavior on group dynamics and re-establish a safe environment for open dialogue. If it continues to affect the session, I would ask the group whether they feel we can proceed productively or if we need to take a moment to address the issue more directly.
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Min Ge
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As an Action Learning Coach, before I start the session, I might say something like this, “I have just observed some tension between the members of the two teams, is that right?” When I get a clear confirmation from the members, I would say, “In the next action learning session, each member of the team will be required to work together and fully express his/her own ideas, what impact will this tension have on our meeting?” If the members say it will have no impact, then I will ask, “In that case, what can we do when a member expresses his or her ideas?” If the members say it will have an impact, then I ask, “What can we do next to reduce the impact?” If the members insist that there is no way to reduce the impact, I will let them choose today’s action learning topic is to address the PP issue or the team’s current situation.
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