Scenario: Problem Shift(2024)

Written by DrBea on . Posted in WIAL Talk

As an action learning coach, how would you handle the following situation: The team is shifting in their understanding of the true nature of the problem. For instance the original problem is presented as “How should we restructure the organization for efficiency?” and they are shifting to “The communication between team members has eroded to the point that we work against each other instead of helping each other.”

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

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Comments (5)

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    Djoke de Schiffart

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    First I have to know if there is consensus allready. When there isn’t consensus I would intervene with SID: (S)”I hear that the team is shifting in their understanding of the true nature of the problem.” (I) “Witch effect will this have on te process, is this oke, can I give a compliment because the group is working hard en asks good questions?” (D)”What can the group do to maintain this? Do you want to proceed?”

    When there is consensus I would intervene with;
    (S) “I notice that the team is shifting in their understandingof the true nature of the problem. Does the team notice this also?” (I)” Witch effect will this have on te process when you go on like this?” (D) “What does the team want?”

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    Katarzyna Toczek

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    I would want to confirm with the group whether they consciously decided to change direction. To do this, I would use a consensus check on the core of the problem from the first intervention.
    I would ask if they think we have agreement on the problem we are working on. I would also ask them to briefly write down what they think the real problem is that we can help with, and then read out their responses.
    After checking whether we have/do not have agreement, I would lead the group’s work according to the script.

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    Paul Monax

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    I believe this kind of scenario happens often. I have seen that the problem presented isn’t necessarily the problem fairly often. The initial problem as presented may or may not be the problem.
    In this case is seems like the problem was presented as a solution. A direction change to reorganize to gain efficiency.
    The questions the team asks then uncover the real underlying problem with efficiency is that the communication has eroded to the point where team members work against each other instead of helping.
    The solution should then not necessarily be a reorganization, but rather how to improve communication and culture to get people to work together better.

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    Huy Nguyễn

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    I would intervene by asking the group:

    “What was the problem initially presented by the problem presenter (PP)?”
    “What is the problem the group is currently focusing on clarifying?”
    “What has caused this shift in focus on the problem?”
    “Is this shift aligned with the direction the problem presenter (PP) intended?”
    “What will the group choose to focus on in the next few minutes?”

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    Phuong Dao

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    I would intervene and give them some questions as:
    – I notice that team shift the problem from….to…. Do you notice this also?
    – What makes you come to this opinion change?
    – If there is one thing you all find that it relates to both stated problem, what is it?
    – How can we reframe the problem making sure we don’t miss any inputs from the members before moving forward?

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