Scenario: Shifting to Solution
Tags: Action Leaning, Action Learning Coach, WIAL, WIAL Action Learning, WIAL Talk
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Tags: Action Leaning, Action Learning Coach, WIAL, WIAL Action Learning, WIAL Talk
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Ray Liu
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I would ask if we have reached consensus on the problem and the goal? Then I would ask how are we doing as a group generating creative solutions? Finally, I would ask them to write down one suggested action to help move this problem forward (then read out loud).
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Amornrat Pratoomma
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There are a few options a coach can do. However, I prefer to use SID.
S: Where are we now?
I: What is our goal in this session?
D: What is our decision now?
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Pei Zheng
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If we have reached consensus on the problem and the goal, we have achieved half of our success. In that situation:1. If necessary, we may adjourn the meeting temporarily and discuss it again after resuming. 2. If problem needs a package of solutions, which can not be finished at the meeting. The team has to make some small steps first.
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Ng Sin Ain
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I will use SID for the intervention.
S: With the consensus on the problem and the goal determined, in the last xx minutes, what was the team trying to achieve?
I: How was the progress so far? How do you feel so far? What were the challenges?
D: How can the team do better to generate solutions?
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Patrícia Ansarah
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I would intervene by asking the group: Which phase are we now? Then: What is expected in this phase? Then: What better question could be asked now to help the group in the Solution phase?
If the group still finds difficulty in transitioning, I could ask after some moment:
Is this an exploratory or an action driven question ? or
How would this question help the group to reach for a solution? or
How are we going regarding the quality of our questions in this phase from 1-10? Why it is important? What can we do to make it happen?
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Arthur LV
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I will take the opportunity to intervene using the Situation/Impact/Decision model.
Situation: How is the team doing so far in getting solution/s? (Assuming the team respond about the situation)
Impact: What happens if this carries on? (Let the team say what they feel.)
Decision: What is our decision now? (What are we going to do from now?)
There are a couple more things a coach can do further but this one example of where he or she can start.
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Chaofan (Suprince) MA
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I would first ask the team “How are we doing ?” . If the team continues getting stuck, I’d then further ask them ” What is the objective of the team’s current discussion ?” , “What do you want to achieve as a team in the remaining time of today’s meeting ?”
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Limin Miao
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I would intervene using the SID model. Asking them for their observations on the situation and their input on how that would impact the session. Finally, ask them for decision how would they want to carry on the session.
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Rohini Chopra
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I would respectfully ask if the team had reached consensus on the challenge. I would then ask the team how they are doing on coming up with solutions. I would remind them about the time we have left as well as the fact that without learning there is no action and without action there is no learning.
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Alexandra Shevchenko
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I would intervene: “What should the team do right now in order to come up with a great action plan in 20 minutes from now?”
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Ye Zhou
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The team has reach consensus on the problem and the goal, in this situation, I will ask the team, ‘what consensus do you reach for the real reason that caused the problem? ‘, if the team reached consensus on the real reason, I will continue to ask ‘what should you do next?’, ‘what action do you have for the solution?’, or if the team got stuck for a while, I will ask ‘what is the current team decision after the team discussed in xx minutes?’
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Savin Oeun
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Being as a coach, I would do a reminder intervention that “hi Team, just remind you to practice your leadership competency, and just to remind problem presenter that at the end of session you will be asked to share actions you are going to take as a result from this session.
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Prasad Natarajan
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As a Coach, I will ask, does the team have an agreement on the Problem – Yes / No / Close. Then I will ask them write down the problem statement and read. And then I will ask what the team can do as a group to arrive at a solution keeping in mind the ground rules.
And, then I will ask, who has the next question…
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Grace Brelje
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I would let the team know, in another X# minute I will be asking the PP what actions he/she will be taking as a result of this session? Who has the next question? I would put the onus back on to the team to transition to solutions but ultimately put the creation of solutions back on them.
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Katherine Steele
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Asking additional questions of the group is helpful at this point. How is the team doing in getting towards a solution? What is the impact on the group if we don’t start focusing on solutions?
You can ask the problem presenter: What questions would you like to ask the team to help you determine those actions?
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jacinta Bailey-Sobers
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In the scenario of the team reaching agreement on the problem but not being able to transition to a solution I will ask the question ‘Do we have consensus on the problem? has the session helped? (to the presenter) How has it helped? The same question to be asked of each member.
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jacinta Bailey-Sobers
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In the scenario of the team reaching agreement on the problem but not being able to transition to a solution I will ask the question ‘Do we have consensus on the problem? has the session helped? (to the presenter) How has it helped? What action will be taken following the send of the session? .
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Jinghui Gao
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I will ask the team, “I see that everyone has reached a consensus on the real questions and goals, and we want to move forward, but we have not reached the solution stage, and it seems to be some trouble there. What kind of trouble is it?”
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Kathy Zou
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I assumed that the situation happened in the later stage of session. As the action learning coach, I would intervene in the situation. I will give the team a reminder of the remaining time. “In another XX minutes, I will ask the PP what actions he/she will take as a result of this session”. I will then ask the team some of the following open-ended questions to raise their awareness of the “trouble” situation.
-Where are we now?
-Do we have an agreement of the problem, yes, no or close
-What did well in past XX minutes?
-What could be better?
-What do we want to focus in remaining XX minute?
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Celine Sugay
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I will intervene by doing the following:
Surface: Given that the team has reached an agreement to the problem, what is 1 word you would use to describe what is currently happening with the team?
Impact: How will you feel if this continues on?
Do: What can we change?
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