Scenario: Quick Response;

As an action learning coach, how would you handle the following situation: Someone from the team mentions it hot in here, someone else gets up to turn the air conditioner on.

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

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Comments (14)

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    Craig Senecal

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    Say: “I’ve noticed that two team members are uncomfortable with the temperature – how does the team want to deal with this?”

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    Jessica Low

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    As a coach, I would ask the following question:
    1. Team, a member of the team mentioned it is hot in here, what would the team like to do?

    The rest of the team members may agree it is hot in there, as a coach I’ll let the team decide who to turn the air conditioner on. Once done, let the session resumes.

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    Sharon Roberts

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    I would say I have observed someone adjusting the air conditioner and ask if anyone else notice that? I would ask about the impact to the team when decisions are made without consulting the team. I would also ask how they want to ensure they reach consensus within the team for all decisions.

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    Lee Kwan Meng

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    As an Action Learning coach, in when a team member has commented that the place is hot, and that another member has gotten up to turn on the air conditioner, I will ask the rest of the team member minus the one who has gone to turn the air conditioner whether they would like to take a short break while waiting for the team member to come back from turning on the air conditioner, and for the room to cool down first before they continue the discussion? In this way, it will enable the team to feel more comfortable and hence more productive. And if they responded to ‘Yes” for the break, then will ask them to suggest how long will the break be.

    But if there is a ‘no’ response for the break, then as a coach, I will ask the remaining team members how they would like to proceed with the session and discussions.

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    Rifki Feriandi

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    As an AL coach, I want to use this opportunity to intervene not in particular about what the team like to do, but more about learning when a quick response is needed without consultation others and when we definitely ask for agreement from others. I would like to bring this with another questions with the impact of quick response with and without consultation in an company issues perspective.

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    Trang Le Thi Quynh

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    As a coach of action learning, in that case, I will ask the team, “hello team, I have noticed that one from our team feels hot in here; what would the group like to do?”. Then, I will listen to the team’s answers if most of them agree to turn the air – conditioner on, and I will ask, “who will get up to turn the air – conditioner on?”. If most of them not agree, I will ask why I will ask the team what we will do next?

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    Pet Hen Oei

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    As a coach, i would intervene by saying:
    “team, anyone would like to response to the hot room comment?”.
    after maybe a team member starts to change the room Aircon, I would further intervene by asking what is the lesson that can be learned when there are 2 team members saying the same thing about a situation.

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    Carla Cardoso

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    I would intervene by saying “ I observed that the air conditioning was turned on, what is the impact of this on the group “ After group’s answer I would ask also “How the group wants to deal with it.”

    The group know what is better to him

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    Anne Bertoli

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    I would thank the person who turned on the air conditioning, and ask the group what they would like to do about the temperature that would be comfortable for them.

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    Anne Bertoli

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    I trust the group and their decision, the AL approach and the script. I believe that the problem will move along during the session. I would not intervene in the group´s decision, thinking about the second rule: The AL coach will only intervene when there is a learning opportunity, and will not be directly involved in solving the problem.

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    Loc Do

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    As an Action Learning Coach, I tend to capture the unusual moments in session as learning opportunities. And those opportunities will be more apparent and supportive to team performance if I clearly understand about my purpose before intervening.

    Therefore, in this case, the very first step I will take is making up my mind about the result after intervention: team’s awareness about task priority or team’s concentration, depends on the duration of team member’s absence.

    Then, I recommend 2 scenarios as follows:

    A. Team member’s absence is just a blink (less than 10 seconds):
    1. Thank you for turning on the air conditioner, hello team, what is our most important thing we are doing right now together? (obviously turning on air conditioner is not included)
    2. What will we do with something less important, for instance turning on air conditioner? (listen and take note)
    3. Do we all have agreement on these actions? Yes or No? (set norm)
    4. Yes! Who will have next question?

    B. Team member’s absence is more than 10 seconds:
    1. Hello team, I observed that one member of our team is going out when we are discussing, how will this action impact to our teamwork?
    2. What will you do to have better teamwork? (listen and take note)
    3. Let’s do it! Who will have next question?

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    HUE NGUYEN THI NGOC

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    as an Action Learning Coach, I will take chances during the section for learning opportunities of all members. In this situation, Someone from the team mentions it hot in here, someone else gets up to turn the air conditioner on. This will be the distraction to team members if the action whether is not taken or taken. Because if the action is not taken, one team member feel hot and cannot concentrate. if one member to go to turn on the air condition, there will be a scenario of too cold later. Besides, one member to go to turn on the air condition also affect the quality of the discussion during his absence. For the 2 scenarios of action to be taken or not taken, I will ask the team for consensus to take actions basing on their judgement of situation, impact of decision and action to take.

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    Hanh Dam

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    As the AL Coach, I would check-in with the team on the feeling of others and what they agree to do next. “Hello team, one of our team member said that it’s hot here and one member just turned on the Air Conditioner. Just want to check-in with all team, have you acknowledge that? What do you want to do as a team now, to make sure we’re all comfortable to move forward?”.

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    Suerda Moraes

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    I would say that a member of the group said he was hot and changed the temperature of the air conditioner, if anyone else in the group had noticed. I would go deeper into how the group would like to deal with it.

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