Scenario: Repetitive Question

As an action learning coach, how would you handle the following situation: The team is starting to ask the same questions over and over again.

Tags: Action Leaning, Action Learning Coach, WIAL, WIAL Action Learning, WIAL Talk

Trackback from your site.

Comments (18)

  • Avatar

    Eva Hirsch Pontes

    |

    I would ask the Group, from 1-10, how are we doing in terms of creating questions with the potential of exploring the problem from multiple angles?

    Reply

  • Avatar

    ChunJui Liu

    |

    I would say I found that we are asking the same questions. And then I would ask what happened and what’ s the impact if this situation continued? Finally, I would ask how we can do better?

    Reply

  • Avatar

    Jiang Jie

    |

    I will ask the team if everyone observes that they are repeating on the same issue. If so, what effect will it have? So what should we do?

    Reply

  • Avatar

    Debora Pelegrino

    |

    As an Action Learning Coach I would intervene with the following questions: “What has been the quality of our questions?” and “What does the group gain by increasing the quality and diversity of the questions?” and then “In view of this, how do we want to proceed in this session?”

    Reply

  • Avatar

    Devaki Seijmonsbergen

    |

    As an Action Learning Coach I would ask the enquirer why He/She ask the questions multiple times. I would also ask to the enquirer, After a respons to his/her question, if he/she feels like his/her question has been answered.

    Reply

  • Avatar

    Vera van der Sluijs

    |

    As an Action Learning coach I would intervene by asking the team what they think of the quality of the questions. I would ask what’s going well and what can be improved regarding the quality of the questions. With this information and realization I would let the team proceed.

    Reply

  • Avatar

    Wilailak Ashley

    |

    As their coach i will intervene by asking team as ;
    How are we doing well with quality of the questions ?
    How our question helping PP so fare…. score from 1-10 ?
    How are we demonstrating individual leadership skill to help PP ? ….. etc..
    To bring them back to practice leadership skill , so that will make them ask question in different as they will they to practice own skill chosen too.

    Reply

  • Avatar

    Savath Kuch

    |

    I would ask the team, What is the impact if we are spending too many time by just asking the same questions?

    Reply

  • Avatar

    Pei Zheng

    |

    I will ask the team:how relevant is this question with the problem? Score from 1-10. If we get low scores, hopefully, they could realize their misunderstanding. If they vote for high scores, I will ask the team why this question should be our question.

    Reply

  • Avatar

    SAGOONSRI JINAPUNMONGKOL

    |

    As i am a coach , I would intervene at the appropriate time to ask the group,
    How are we doing well with ask the question so far ? I would ask them to answer on a scale from 1 to 10 that 1 equal lowest and 10 equal highest. And I will see the score if it below 5 I would ask “what could be the impact of this to our group? And waiting them feedback and then I will ask “what would you like to do as a team to improve this from now. I will listen and keep record their feedback and bring them back to session again. So I will monitor for another intervention if required that depend on situation.

    Reply

  • Avatar

    Bettyna Gau Beni

    |

    I would ask the group how we, as a team, were doing in terms of exploring the problem from all possible perspetives.

    Reply

  • Avatar

    Roberta Gamboa

    |

    I would ask the group: How is the quality of our questions in terms of bringing different perspectives?

    Reply

  • Avatar

    Marta Bolshaw Vieira

    |

    As coach action learning, I would ask the following question to the group:
    “How do you perceive the diversity of the questions?”, then ask each member of the group to give a score of 1-10 on that question.
    I could also add the question, depending on the group’s first response, “What impact is this actually having on the quality of the responses?”

    Reply

  • Avatar

    Lais Cauduro

    |

    I would ask the group what they were thinking about the quality of the questions and what they could do to improve their creativity.

    Reply

  • Avatar

    Chaofan (Suprince) MA

    |

    I’d coach the team by applying the SID model here. I’d ask them “I’ve observed that the team has been asking each other the same question over and over again. What is happening? How will the quality of the team’s discussion and the solutions to the problem be impacted ? What can we do as a team to improve?”

    Reply

  • Avatar

    Yen Le Thi Hai

    |

    I have to ask the team:
    – I’ve heard over and over again the same question from almost everybody, anyone can notice that?
    – Which type of question is that? How does it impact the team discussion?
    – What do you expect to go through by the end of this discussion?
    – From now on, how should the team do to go there?
    I believe that the coach should create the learning opportunity when supporting the team to recognize real motivation/ reason for “why the team asks the same question”. The coach should keep the eye opened when intervening. In case that the team admits the poor quality of answers, the intervention could go further:
    – (to the question’s owner): Do they respond to your question?
    – (to the answer’s owner): How the team can help you answer the question?
    – What has prevented the progress of our team discussion?
    – What can improve our team discussion?

    Reply

  • Avatar

    Ye Zhou

    |

    I will ask the team, ‘I observed that this question was asked by xx members, what questions are they? do we have the answers? what questions will you have that bring different perspectives?’

    Reply

  • Avatar

    Anna Frummerin

    |

    I would ask the team, “how is the quality of the questions in the team?” “What can the team do to move forward?”
    Another alternative is to use the onion as a metaphor. In the introduction of Action Learning I always do an illustration of peeling the onion, asking layers of questions and what the different questions could be to to find the REAL problem. When you have done that, it´s easy and powerful using that metaphor during the session. “What layer are the team on, peeling the onion?” “Why is that?” “How can the team get to the core of the onion?”

    Reply

Leave a comment

You must be logged in to post a comment.