Scenario: Rapid Fire
Tags: Action Learning, ActionLearning Coach, Team Coach, WIAL, WIAL Action Learning, WIAL Talk
Trackback from your site.
Comments (19)
Leave a comment
You must be logged in to post a comment.
Tags: Action Learning, ActionLearning Coach, Team Coach, WIAL, WIAL Action Learning, WIAL Talk
Trackback from your site.
Kwan Leong Lee
| #
I would intervene and ask, “Team, what is happening?”
I will follow up with the following questions:
” How are we doing in terms of responding to questions asked, on a scale of 1 to 10 (with 1 being low and 10 being high)?”
“How does this affect our team effectiveness if this continues?”
“What can we do to make this better?”
Reply
Andrea See
| #
I would intervene with 3 questions:
“It seems like we are asking several questions in a row without statements to respond to them, as per the first ground rule of action learning. Does it seem that way to you too?”
“What would the impact be if this continues?”
“How do you want to continue forward?”
Reply
Jennie Verano
| #
I would intervene and say:
“Hi team, it seems that there are many questions asked and left unanswered. As per the first ground rule of action learning – “Statements only in response to questions. Anyone can ask questions.”
– “what will happen if the team continues to have questions in response to questions”?”
– “how will this impact in the team’s effectiveness in problem solving?”
– “what do you want to agree on as a team to make this better?”
– “ok, who has the next question?”
Reply
Ngoc Phuong Ngan Nguyen
| #
For this situation, as an Action Learning Coach, I would intervene with some questions to team for their response and their self-recognize to improve the situation:
“Hello team, it seems like that team is very interested with the sponsored problem so we are asking a series of questions with no time given for the answer. Does the team think that this is a good way to collect the information?”
“Hello PP, how do you feel when you receive a series of questions?”
“What can we do to improve the situation better when delivering the questions to the team?”
Reply
yosaporn punjamawat
| #
: I would intervene Team
– How about questions is individually or in multiples questions?
– What are the advantages of asking and answering each question?
– How is asking questions and answering questions?
Reply
Neraida Polanco Lourens
| #
I would use this situation as a learning intervention, I could say, I have noticed several questions has been asked in a row without allowing the others to answer. I’m curious to know, are you interested in the answers of the team? Which question do you want them to answer? I can also ask the team, what happens to you or the team when someone ask a series of questions and doesn’t allow others to answer?
The latter question can help the person that is asking the questions understand how this approach impacts the team process.
And finally, I will ask how can you as a team improve on this?
Reply
Austin DENG
| #
I would say, “Just now I noticed that you asked a series of questions without waiting for an answer. Have you noticed it? Do you have any specific reason to do so? What is it? What would be the influence of this behavior? In the following discussion, what should we do?”
Reply
Raul Rodrigo Vega Chavez
| #
I would intervene by mentioning that there were a lot of quick questions, asking the person What is the question you want answered? Who is it directed to? or Do you want to rethink the question to turn those many into just one big question?
– If there was a negative, I would present the team with an evaluation, How are we doing…? What can we improve?
Reply
Serdar Gunel
| #
In an ideal action learning session, the participants are expected to build on each other’s questions rather than only one person asking all the questions. So, in the given situation and as the action learning coach, I would intervene and ask the team:
– How are we doing in building on each other’s questions?
– On a scale of 1 to 10, can you please share with me the energy level of the group?
Depending on the response, I may ask a complementary question as the following:
– What is the impact if only 1 person asking all the questions? and then I would also ask: What would happen if we do not wait other members of the team answer our questions before we ask a second one?
Once the team understands the impact of the situation, I would now ask the team what they will do differently to be an effective team. As Action Learning Coaches, we do not suggest or tell the team what to do, we rather empower the team to address it themselves and letting them learn from the situation and demonstrate their learning by doing.
Reply
Huang Tang
| #
I would ask, “It sounds you have lots of questions. I can’t catch up with all the questions you asked. Would you please let us know which one is the question you want to get the answer first?” Then I would ask the whole team, “In your daily life or work, if you have an intention, how do your way of expression support or hind the realization of your intention?” “If you want to adjust your way of expression to support your intention, how would you do?”
Reply
Elisabete Martins
| #
I would intervene by asking: Could you please tell us what question you would like answered first and who the question is for?
After the answer, I would do one more intervention and ask the group: What objective do we achieve by asking several sequential questions without directing them and without time for the answer?
Reply
Felix Chen
| #
In this situation, I will ask “May I ask what’s just happened?”. When the answer appeared, my following question is “What’s the impacts of this situation?” and “What could we do to avoid this situation?”
Reply
Khanh Duy Nguyen
| #
As an action learning coach, I would use the What – So what – Now what intervention model in this situation. I would approach the person and gently ask, “I noticed you ask a series of questions without waiting for answers from others. What is your opinion about this situation?” (What). Next, I would inquire, “The action of asking multiple questions without waiting for answers may affect group engagement and interaction. Have you observed this impact on how others interact with you?” (So what). After receiving their input, I would ask a positive question to encourage a change in approach: “Do you intend to focus on actively listening to others’ opinions and showing respect by waiting for their responses before continuing with more questions?” (Now what). Once they acknowledge this intent, I would maintain a distance and invite the group to continue their work. These questions will help participants recognize the impact of their behavior and explore positive actions to improve interaction and effectiveness within the group.
Reply
Kim Nguyen
| #
When someone asks a series of questions without waiting for an answer, it can indicate impatience, excitement, or a desire to cover a lot of ground quickly. As an action learning coach, the role is to create an environment that fosters effective communication and thoughtful exploration. Here’s how I might handle this situation:
I would start asking step by step:
1. Intervene:
“I observerd that a team member ask a series of questions without waiting for answers”. I’d like to ask a few questions.”
2. Acknowledge the questions. I would then acknowledge the team member’s questions and their enthusiasm for the topic. I would say something like,
“What new insights did you gain from this series of questions?”
3. Check in with PP, “Hello PP, how do you feel when you receive a series of questions?”
4. Ask the team for feedback and discuss how to improve:
“What if asking a series of questions without waiting for an answer?”
“How can you as a team improve on this?”
Reply
Minh Khuong
| #
As a coach, i will intervene by asking question, follow structure of What – Now what – So what:
What: I observe that there are a series of questions without waiting for an answer. What is happening?
Now what: What do you think is the impact of this?
So what: What can we do better in the next few minutes?
Reply
Ana Goncalves
| #
For this one I will follow strictly the guidelines:
“Team, what is happening?”.
“On a scale of 1 to 10 how would you rate your hability to answer the questions that were asked? “
“What will happen to the team if the team continues?”
“What can the team do to move from 1 to 5?”
Reply
An Nguyễn
| #
– Hello X, what is the most important question you want to ask the group?
– If this happens again, we will intervene more deeply:
Hello team, coach observed a member asking many questions at the same time to the group, what is going on?
How does this impact the team?
How do we prevent this from happening again?
Reply
Trang Nguyen
| #
– Hello team, coach observe that during the session, only 1 person asked a question consecutively without waiting for an answer; Has anyone noticed that?
– What do you think is the impact of this?
– So what should we do better in the next few minutes?
Reply
Deborah Freudenthal
| #
I would asked the team what is happing here? I will wait for the reaction of the team. Then I will ask the teammember with the rapid fire questions if he/she has noticed it him/herself. After that I will ask the rapid fire teammember to ask one question at the time and wait for the answers. With with answer do you want to start?
Reply