Scenario: Sit still
Tags: Action Learning, ActionLearning Coach, Team Coach, WIAL, WIAL Action Learning, WIAL Talk
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Tags: Action Learning, ActionLearning Coach, Team Coach, WIAL, WIAL Action Learning, WIAL Talk
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Felix Chen
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This situation means maybe they haven’t understanding or not willing to use the rules, so I have to find out the reasons and lead the discussion on the road. I would intervene by asking the group “Do we use the two rules in the discussion?” Then the answers appear, I will ask “May I ask what’s the reason?”
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ANGELINA ALICEA
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I would conduct a standard intervention by asking, “How are we doing? How concise are we being with our responses? Are we using all available recourses when asking our questions?” Then, depending on what is shared, I would ask, “How can we make the changes to get the session to move along?
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Artur Kuligowski
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I don’t think there’s any nerd for additional intervention if that’s what they’re comfortable with. In the case of a standard one, I would ask: “How are we working in a group?”, “Is everyone properly involved?”.
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NAN LI
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I would intervene promptly and ask the team to assess two areas:
First I would ask the question “ How are we doing on our leadership behaviors？” Make participants think about whether they can have practiced the corresponding leadership in the process.
In addition, I will invite the team to score the overall state of commitment, especially on involvement status. Analyze the strengths and to-be-improved items, and gain commitment for the next phase.
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Savin Oeun
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I will ask team “hi team, what is the situation, and what would be impact of allowing our members to behave such way during the session, thus, if any one have any suggestion for move better, please”. Thanks
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li laura
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It depends on the smoothness of the discussion at that time，I would say: “How do you think the effectiveness of the current discussion?”, I wouldn’t intervene if they are comfortable with this.
If someone points that the current discussion efficiency is not high, I would say:”Are we using all available recourses when asking our questions? How can we make better for this session?”
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Justyna Majecka-Żelazny
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The reaction of the coach in the situation at hand depends on the factual circumstances. If the team is working effectively and efficiently there is no reason for the coach to intervene. One could only consider whether the questions asked by the coach, e.g.: how are we working as a group? On a scale of 1 to 10? What are we doing well and what could we do better? would affect the team’s productivity or the opposite.
On the other hand, in a situation where the team follows the two main principles, but the work on solving the problem is not effective and efficient, the coach should intervene by asking the above indicated questions. He or she may also ask, for example : how could a change of perspective by, for example, changing the seating area, using coaching tools or objects present in the room, having one of the team members take notes on a flipchart improve the team’s work and influence the team to be more creative and effective?
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Justyna Majecka-Żelazny
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The reaction of the coach in the situation at hand depends on the factual circumstances. If the team is working effectively and efficiently there is no reason for the coach to intervene. One could only consider whether the questions asked by the coach, e.g.: how are we working as a group? On a scale of 1 to 10? What are we doing well and what could we do better? would affect the team’s productivity or the opposite.
On the other hand, in a situation where the team follows the two main principles, but the work on solving the problem is not effective and efficient, the coach should intervene by asking the above indicated questions. He or she may also ask, for example : how could a change of perspective by, for example, changing the seating area, using coaching tools or objects present in the room, having one of the team members take notes on a flipchart improve the team’s work and influence the team to be more creative and effective?
Reply