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 (9) 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 ChunJui 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 Leave a comment You must be logged in to post a comment.