Scenario: Process Question(2024)

Written by DrBea on . Posted in WIAL Talk

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

Trackback from your site.

Comments (3)

  • Avatar

    John Chang

    |

    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?”

    Reply

  • Avatar

    Hanh Dam

    |

    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.

    Reply

  • Avatar

    Anna Solak

    |

    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.

    Reply

Leave a comment

You must be logged in to post a comment.