Scenario: Self Monitoring Written by DrBea on June 10, 2019. Posted in WIAL Talk As an action learning coach, how would you handle the following situation: A team member does a process check. Tags: Action Leaning, Action Learning Coach, WIAL, WIAL Action Learning, WIAL Talk Trackback from your site. Comments (12) Cherry Ge June 11, 2019 at 9:47 am | # I will intervene and ask team, what is happening now? What can we learn from it? How can make do better? Reply Ray Liu June 14, 2019 at 2:52 am | # I would say “I observed that someone did a process check, did anyone else notice that?”. Then I would ask “What’s the impact of checking process on the team?”. If team members reply that it will result in a negative impact, then I would ask “What can we do”? Reply Arthur LV July 9, 2019 at 10:56 pm | # If there are members who are more aware of the action learning process, it is common that there will be occasions where members try to do process check. Using the S.I.D. model, as a coach we can intervene by asking the team, “What they did observe during the session?”. If there are people who observe the happening then I shall carry to explore the impact of the happening by asking, “What happen if that carries on?”. This should follow up with a question asking for the decision like, “What do you think we should do now?”. The 2 principles of action learning should be observed at all time and whenever there are learning opportunities like the process is not done based on the 2 principles, I as an action learning should intervene. Reply Limin Miao July 22, 2019 at 10:22 pm | # I would intervene the process by reminding the participants the ground rules of action Learning ie Statements only in response to questions; anyone can ask anyone questions. This is with hope that participant trying to do process check can realize the issue. Reply Heather-Jane Gray September 3, 2019 at 3:32 am | # If the process check was a question, I’d see how it landed with the group in line with our 1st Groundrule. I’d actually see this as a positive development, as the group’s level of awareness of the AL process was clearly growing. As long as the asker didn’t continue to ‘over-lead’ & the intervention had a positive impact, I’d note the time for the debrief & relax! Later I may ask ”What did you notice in terms of group process? Was the Intention-Impact helpful?” Reply Hu Jie September 4, 2019 at 5:45 am | # If you want the team to notice this action in particular, intervene immediately; or you can mention it in the periodic review. You can ask these questions: what is the role of this? When is the best time to do this? Reply SUNISA PHUMPAKA September 6, 2019 at 11:24 am | # If one of the team do process check , and another participant want to continue session .I think in positive that he/she interesting in Action Learning Process and can be opportunity to exchange more , I will offer he/she to observer me as Feedback Giver Reply Savin Oeun September 6, 2019 at 11:34 am | # Ask team, per this situation how can we do better? Reply Alberto September 30, 2019 at 10:18 am | # I would let it be. They can steal the coach job. Reply Kathy Zou December 25, 2019 at 9:55 pm | # I would intervene immediately if the person breaks the rule, i.e. making a statement instead of asking a question about the process. If the person follows the rule and asks a question to check the process, I would let it go and watch for the team reactions. Depending on the evolution of the team dynamic and conversation after the question, I would decide if and when to intervene. If the conversation goes smoothly and the team keeps engaged, I may wait until the periodic review. In the periodic review, if none of team member mention about this, I may bring the behavior/situation to the surface and invite the team’s reflections on it. “I noted XX asked a question about process a while ago, how do you feel about the question? what’s the impact it had on the team and discussion?”. In principle, I would only intervene if the situation serves a learning opportunity to the team and the team have not noted it. Otherwise, I would trust the team and let the team to handle it on their own. Reply Lai Yin Yong February 9, 2020 at 12:36 am | # I would first check the team dynamic by asking ” Team, how are we doing as a team?” “What do you observed?” If the team did not pick this up and still very much on high engagement , then I will conduct this learning during the debrief session by asking” Someone did a process check in the middle of our session, what is your view?” ” What is the impact if this situation continue?” ‘ What should we do about in in future?” ” what is the learning on this matter?” Reply stephanie parry June 18, 2020 at 7:07 am | # If that has been made according to the ground rule I would not intervene, as I see this as a healthy sign of a functioning group taking responsibility for their own process. If it is not aligned with the ground rule, then I would intervene, and ask the person to ask a question. I would also keep this in mind for either the planned intervention or the debrief, to check what the group thinks of the intervention and what they want to do going forward regarding taking care of their own process. Reply Leave a comment You must be logged in to post a comment.