Scenario: Process 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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John Chang
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As an AL coach, I would inquire about the reason behind the team member’s question and also seek the team’s feedback on the discussion process.
In fact, I encountered a similar situation before: a team member was trying to discuss more efficiently and questioned why the AL coach did not interrupt a back-and-forth exchange. I asked, “Why do you ask this?” and “What are your concerns?” His response was related to time constraints and an upcoming meeting. I then asked the team, “Would you prefer to end the inquiry here, or would you like to follow my process to manage the schedule?”
The entire team agreed.
In conclusion, I assured them that I would manage the process and ensure all AL activities were completed on time. I then asked, “Who would like to pose the next question?”
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Hanh Dam
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I will thank the person to ask the question first. Then I will ask him from which point that urge the person to ask the question.
If it relates to the personal perspective, I can ask the team on whether the team see that and how it impacts the team. Then, what the team do to move forward.
If it’s truly an opportunity for the process of action learning, I’ll re-share the rule of action learning and the role of coach in the session. Then invite them to the main goal of the session and we can discuss specific feedback for the coach at the end of the session.
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Anna Solak
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The answer is it depends. If the person asks the question to the team and the team starts reflecting on their collaboration, I would be happy that they pick up on how an Action Learning session should look. I would allow them to have this discussion (only monitor if it doesn’t take too much time) and after this reflection I would come with my intervention to make them aware how good they become in the learning piece.
If the question requires my input as a coach (i.e. team member asks why there was no intervention on specific behaviour), I would ask the person asking the question how they see the situation and what impact it has/may have? Then I would revert the question to the group to discuss how they see the situation in question? And finally, I would ask the group how they would like to proceed.
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Barbara Bruska
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The answer is: it depends
if the question is towards the group about “how are we doing?” or in reletion to AL rules and groups agreed rules then I would write it down so I can refer to it later (during intervention as similar situation occure to ask how the group feels about such situation and encourage them to such behaviour or during reflection time) – generally it’s OK if the group is asking such questions towards themselves as it is taking responsibility for learning on personal and group level
if the question is towards me as AL coach about i.e. not making the intervention, I would thank for the question and ask person asking what is behind this question, and then ask the group how they fell about it? What influence this situation has on the group? What can we learn out of this situation? How we would like to cope with that in the future.
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Julie Mendosa
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A participant who asks a process question might be a very beneficial member of the group, if the question is productive and does not interfere in the coach’s leadership. Under these circumstances I would continue to monitor the process and probably not intervene. If the participant asks a process question that interrupts or conflicts with my own coaching, I would try to assess very quickly if my own coaching was missing something. Then I’d move forward as appropriate: change my own level of attention, and/or intervene to get things back on track. An intervention might be: “What outcomes are you seeking?”
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Patcharasita Sakulwongsirichok
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• I would first address the situation from a systems perspective by acknowledging the importance of roles within the team and the need to respect the structure of the process. I would gently guide the team member to reflect on why it is important for the coach to lead the process and how their action might impact the team’s ability to engage in the learning experience. Then, I would inspire action by asking the team, “How can we ensure that we maintain clarity around roles while still encouraging everyone to participate?” This would allow the team to reestablish boundaries and recognize how the coach’s role supports their development. Finally, I would focus on development by encouraging the team to consider how this experience can help them better understand the balance between collaboration and respecting individual roles in future discussions, thereby enhancing both personal and team growth.
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Camille Cruz
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I think depends on the intent and impact of the question. If the team member’s process question genuinely supports reflection, deepens learning, or helps the group become more aware of how they are working together, I would allow the team to respond first. We have to note that action learning is about building the team’s capacity, and sometimes a member stepping into a process space can be a sign of growing awareness.
Though, I would still remain attentive to my role. After the team responds, I may step in to clarify, reinforce learning, or redirect if needed. If the question starts to blur boundaries or consistently replaces the coach’s function, I would gently re-establish roles by reminding the group of the coach’s responsibility to manage process and learning.
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