Scenario: Random Ratings
Tags: Action Leaning, Action Learning Coach, WIAL, WIAL Action Learning, WIAL Talk
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Tags: Action Leaning, Action Learning Coach, WIAL, WIAL Action Learning, WIAL Talk
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Susan Schneider
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Ask each of the members why they rated the way they did. (Ask all, not just the outliers.
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Amar PATEL
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What are we doing well? What could we do better? Do we have an agreement? Yes or No? Who has the next question?
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Jill Johnson
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“I would be curious to hear why you chose the numbers that you did. Would you be willing to share with the group why you chose your number?” I would follow up with, “What are we doing well? What could we do better?”
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Sarah Jones
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I would ask the person who rated the team a 2, ‘What could the team do to help improve your rating?’ I would make a note of this to be able to check in during the next intervention. Then I would proceed with ‘What are we doing well? What could we do even better?
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Jonah Fabul
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I will not be bothered by the random ratings and I will proceed with the intervention. Here’s the list of questions I will use:
Team, what are we doing well?
What could we do better to move to the higher rating?
Do we have an agreement to the problem? Yes or No?
Please write what do you think is the real problem. Kindly read what you wrote.
Do we have an agreement to the problem? Yes or No?
Team, let’s resume working on the problem.
Who has the next question?
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Wytze Tesselaar
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This is in my opinion one of the best things to happen. The diversity in the group will make the solution in the end only stronger. I would first ask the members who rate the proces with a 5- 6 to explain their result. Next I would ask the ‘2’ to explain the group how we can improve the proces. I would finish with the ‘9’ to harvest the compliments so we can continue in a positive fibe. Before we move on to the next fase of the session, I would speak out that we are lucky to have such a diversity in our opinions and that we have to embrace it. This diversity will only make the solution stronger and will have more ownership of each teammember.
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Tom Dalderup
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I would be curious to ask the member who rates 2, what the team could do better. I would ask the member who gave the 9 wat kind of compliment would like to give the team. If the others look very surprised I would ask whether they would adjust there rating
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Henk Jan Quarre
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If this occurs then there is a lot of learning potential for the group. As an Action Learning coach I am interested in the reason of the grade of all team members. Then I ask the members: What are we doing well? What can we do better? How can we increase the quality of the Action Learning session? Do we agree on the chosen improvement actions?
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wei xiao
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I would ask the team:
– “What you have noticed from the rating”
– “How do you think about it?”
I would particularly ask the team member who rating highest and lowest:
– “Would you shared with us why you rate at this score?”
After the answer, I might ask them:
– “What you have observed from the answers?”
– “What’s the impact?”
– “What we need do about it?”
If the team could not reflected by their own on the difference, I might ask them:
– “What’s your understanding of the Team Interaction Efficiency?”
If the team all agree that they accept the existence of such difference, I will leave the decision made by team to move on, and have the team focusing on the specific behaviors on strength and improvement opportunities.
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wei xiao
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Firstly, I will ask the team members who had rated 9, 5, 6 and 3 share their views for the rating.
Then, I will asked the team” We all heard the reason for the rating from the team, what’s your thoughts on it now?”
Then, I will continue to ask the team” if the team continue, what need to be addressed or be adjusted then?”
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Christine Bona De Napoli
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As an Action Learning coach I would not take any different action than usual questions that come after: What are we doing well as a group? What could we do better as a Group?
The purpose to ask for ratings is not the rating itself, but to bring consciousness to the quality of the session for each participant.
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Archirawish Pakchotipong
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As an AL Coach , I would ask the team
“Team! ,How do you think about your team rating it?”
“It’s seemed to be the same direction?”
“What is an effect to our woking as a team?”
“As a team , What are we doing well?”
“As a team , What could we do better?”
And I will take note an oopportunities comments of theirs team , and observation how about team have an Learning improvement on the next session.
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Michelle Lim
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I would not intervene with anything different because of the divergent ratings amongst the group. After all the score serves as feedback to the team on the possible vastly different impact and experience of a common process everyone is going through. I’d follow up with the usual questions,
What are we doing well?
What can we do better?
Followng the team’s response, I’d ask,
How would the team like to proceed?
And let the team choose its way forward after hearing from each member at the table.
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Nhung Tuyet Lam
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As an Action Learning Coach, I will intervene as below:
Coach: Hello team, we have one member rates 2 and one member rates 9 as the level of how we work as a team. In your opinion, what are the reasons for this gap?
=> Someone doesn’t have chance to contribute.
Coach: What will happen if this is going on?
=> Low team performance
Coach: How can we bridge the gap? / What can we do better?
=> We can listen to the member who has yet satisfied with team performance then we can figure out the solution.
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Nhung Tuyet Lam
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As an AL coach, I’d help team to realize the satisfaction gaps between members. Then I check on their opinions of the potential reasons. Next, I will let them share what may be the consequence. Finally, let them decide on how to prevent it.
Hello team, we have one member rated 2 and one member rated 9 for team performance. In your opinion, what are the reasons for this gap? What will happen if this going on? How can we bridge the gap?
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