Scenario: Process Question

As an action learning coach, how would you handle the following situation: A team member asks a process question. (more specifically they steal the job of the coach).

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

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Comments (8)

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    Sim Choo Khoo

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    I would intervene and ask ” Team, what do you notice is the nature of question asked?
    If response is process question, I would ask; “Team, which role in AL would ask the process question?”
    And if the response is “the coach”, I would ask “what is the impact if a team member asks the process question instead of the coach?”

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  • Avatar

    Sim Choo Khoo

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    I would intervene and ask ” Team, what do you notice is the nature of question asked?
    If response is process question, I would ask; “Team, which role in AL would ask the process question?”
    And if the response is “the coach”, I would ask “what is the impact if a team member asks the process question instead of the coach?”

    I ask “Team, what are we learning here?”

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    Paulina Gucka

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    When it happens during 1st/2nd session with the team, where the team learns AL as form of working, I would intervene by saying: “Let me interrupt for a while. I would like to bring your attention to the question that has just been asked. (usually here I use quotation as exact as possible ) What it brings to the team that the team member asks such question?” and than I would continue with “What do we learn out of the situation?” (all communication would go in the direction of the team interpreting what happened & understanding of the impact on their work)

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    Guan Heng Tan

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    I would say it depends the nature of the process question. If a participant asks the team, “can we agree on this”? to build consensus, and if it to help the problem presenter, then its not tantamount to stealing the job of the coach. However, if that same person repeatedly intervenes and leads the team down a specific track (his own agenda), then I will intervene and ask, “team, what is happening here”? If they are oblivious (and it may be that the person hijacking the process is a person of influence and everyone is used to him dominating), then I will offer an observation that one person’s agenda is dominant and “what impact does that have on the team”? If they say its ok because they trust this person to lead, then I may bring up the components of AL, specifically on diverse perspectives and commitment to learn. I will then ask “how does this person leading impact the components”? More importantly, how does that impact how the team functions on a daily basis?

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    Delong Chai

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    Intervene: Team, let us help each member to learn, please refer back to the 6 components of AL, especially on the components number 6 (Coach).

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    Ivy Sun

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    I would do nothing at that time. I think it is beneficial for the team to realize the necessity of checking process during discussion. At the feedback time, I will affirm this behavior by asking what are member’s feeling and thinking when they hear this question and share my observation on the team’s performance before and after the question is raised.

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    Annop Niyomdecha

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    I will intervene And ask the team that question
    “My team noticed that the team was asking questions about the process. Why? And whose role is the process? ”

    “What if the team keeps asking about the process?”

    “If it will develop better What should the team focus on asking questions about? “

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    Rogier ten Kate

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    If it happens once I would like it go and let the process move forward. If it comes up again I would intervene and ask the question to the team: What impact does it have on the team when these questions about the process are being asked?
    I would also ask them if they need to help each other clarify the 6 components again and also look at the specific role of the coach (component 6)
    How would the group like to act on this and ensure that everybody in the session is aware of the process?

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