Scenario: Self monitoring

Comments (5)

• 

  Melissa Cummings

  October 15, 2019 at 3:27 pm | #

  As long as the team member was adhering to the rules of engagement and correctly executing a process check, I would allow it to continue. If the team member forgets some key components of the process, I might ask a question to direct him /her to include the missing or incorrect information. Some team members, as in the case with the seven coaches from my organization, participate in Action Learning problem-solving sessions as both a learning tool and out of a genuine need for assistance. Our group self-checks ourselves all the time. It doesn’t disrupt the flow or the process.

  Reply

• 

  Jiang Jie

  November 18, 2019 at 12:38 am | #

  I will observe the reaction of other members, and also pay attention to the discussion time. If it is in the reasonable process, I will not intervene and let him continue.
  If I realize that we are not in the direction of our progress, I will ask this member with curiosity: “I observed that you started the process check, did you observe it?”, “Why do you want to check the process?”, ” What are the benefits of doing this?”, and “Does this have other effects?” Finally, explore other solutions: “If you consider this, do you think there is any good way to solve it?”. Ask these questions to prevent inefficiencies and offsets.

  Reply

• 

  Mon Wong

  December 13, 2019 at 8:19 pm | #

  As a coach I would listen to whether the process (ground rules and learning outcomes) is being respected. If the member does it well, checks on each member, allows everyone to be heard appropriately, keeps questions open and with a learning intention (versus a judging intention), I would not intervene. I will at the end of the session during reflection bring that back to double and triple loop learning by surfacing: “Team, I noticed that the team checked in to make sure that everyone was in agreement to the problem before moving forward. Did you notice that?” “What was the impact of doing that in the session?” (i assume good feedback is given here) “Great, how can we as a team do more of that when we get back to the office?” Or “what new norms can we establish as a team so we get to do that more often when we’re with each other?” Then I will close the usual way.

  If the situation was that the checkin was incomplete – like only 1 or 2 people are being asked or even singled out during the checkin, I’d intervene as soon as the round of questions is done. “Team, I noticed that a checkin was initiated. We all wrote what we thought the problem was, yet only X and Y were able to give their thoughts. Did you observe that as well? Yes/No (ask each person).” “What’s the impact of that on the team if we continue on like this?” “How would the team like to move forward?” Then let the team take over from there. At the end of the session I’d bring that back in the reflection to keep it motivating so that they are not discouraged from checking in again on their own in the future.

  Reply

• 

  M Meulesteen-Kuipers

  December 14, 2019 at 12:26 pm | #

  As a coach I would first see where it ‘s going. It might be useful for the teammember (s) to do the check. I think we act as a team and there s no problem to see if we ‘re doing right. On the other hand to control the process is a task for the coach. So in the light of this fact I ‘d ask the member what his reasons were to check. (Am I missing something or what does he need for me to do different?) I would also ask the whole group and see to it that is doesn ‘t cost too much time.

  Reply

• 

  Rachel Goodwin

  January 31, 2020 at 1:17 pm | #

  I would intervene to observe that a member of the group was doing a process check. I would ask the group if they had noticed this, what was the impact and what they wanted to do about it.

  Reply