Scenario: Wrap it up
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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Cora Hageman
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If the team has gone through the right steps according to the script and everyone has agreed on the problem and the group has worked on solutions in the right way, the session can also be shorter. It is important to clearly put away the action learning. By making good agreements with the team about what to do and which leadership skills to work on.
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José van Heusden
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The condition is of course that all steps of the script have been followed in the right way. If the team is satisfied with the solution and the resulting actions, there is no need to spend more time on the session.
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José van Heusden
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The condition is of course that all steps of the script have been followed in the right way. If the team is satisfied with the solution and the resulting actions, there is no need to spend more time on the session. Thank you.
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Nazeli Kirakosyan
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This situation is much likely to happen. In this case, the rest of the time can be spent on focusing on the 2nd objective of the Action Learning: the learning. More time can be spent to evaluate and reflect on the learning. Some time also can be allocating on reflecting on the group work; reflection on the good practice of the performance as a group.
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Michał Kowalczewski
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If the team went through the whole scenario and developed a solution that they are satisfied with, they know how to implement the solution, I do not extend the session.
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Anna Kozoń
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If all the steps of the script were followed, I would close this topic and I would ask the group how and if they want to use the 30 minutes that is left.
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Gary Liew
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I would ensure that the team arrives at the most effective solution to their problem in a timely manner, while also maximizing the learning opportunities presented by the problem-solving process. In the event that the team arrives at a clear solution in less time than scheduled, I would work to ensure that the solution is complete and explore alternative options, while also encouraging reflection on the learning process and ending the session early if there is no reason to continue.
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Austin DENG
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At first, I would ask the team and the PP whether they are satisfied with the solution. If the answer is yes, I would ask another question, “Based on the original agenda, we still have 30 minutes left. How can we use the 30 minutes, which can create the best benefit for the team learning?”
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Nicholas Kemboi
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If all the steps of the script have been correctly followed, then i will spend the remaining time in reflections and learning at individual leader and as a team, in addition to reflections on their identified leadership competencies. Incase that ends before 90 minutes time, that’s where i will wrap up and end the session.
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Aline Costa Romão
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If the group and the group managed to reach a solution beforehand and we finalized the entire script process and there was time left, that time belongs to the group. So I would let the group know that we have 30 minutes left and ask how they want to do with that time. The group can decide how best to use this time.
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Liliia Bilous
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Various ways to solve such a situation that can be used in the work should be in the coach’s arsenal depending on the following few “ifs”:
– if after the problem is agreed and there is a positive result on the solution, but the coach has the feeling that the owner of the problem is not enough satisfied with the result although he claims that he is satisfied (gestures, mimics, tone of the voice, the easiest – forced smile – it could beans detail) it is important to return to the solutions and encourage the extra round for participant reflections to ensure that the solution is perceived by the Problem Owner as real clear solution for him.
– If no “forced smile” feeling, once the most effective solution is found, the rest of the time can be used also on discussing the process, what are identified by the group advantages and possible disadvantages of the action learning process. It is good opportunity to contribute for improvements in future.
– If group is active enough to spend more time on individual learning process, rest of the time can be invested into more deep reflections on the individual leadership skills development.
– Only IF the Coach is directly asked by the participants to finish earlier the session due to some unplanned situations, the session can be finished earlier but as an exception. Finishing earlier is to lose an opportunity to encourage the group and each individual in a group for more learnings through action.
It is great scenario to work on more to identify as much “if” as possible.
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Giuseppe Casella
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For me, if the session was conducted properly, and all the team members are happy with the solution, then I’m happy as well. I would use in any case the time we have left in a meaningful way, I would probably ask the team if they have something more to offer and share and moreover I would focus and discuss in details about the learning, recalling all the moments when they used their leadership skills and discuss in details about those.
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Serdar Gunel
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While ending a session earlier than it was scheduled for is not a bad thing-in fact I think it’s a good thing, mis-scheduling meetings could be a cause for concern. If experiencing a situation like this, as an AL coach I would ask the participants following questions.
– On a scale of 1 to 10, how do you rate the efficiency of our session? and if you are not satisfied with the feedback:
– Do you think it’s a reasonable practice if you are ending meetings earlier than scheduled?
If the answers are positive and reasonable, the coach does not need to worry and if not following question for all members of the team could help:
– How well do you think we were able to achieve the expected results of this session today?
If the members believe that the expected results are achieved, we are ready to close the session.
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Thắng Nguyễn Minh
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If the session progress was conducted properly, the problem was well defined, and the team was performing well, as a coach I would help the team move on to the learning session. Spend more time on this part to help each member settle down and realize the lesson for them. Especially helping the team see how what they learn can be applied to work and life. If the team is clear on the solution but performance is low, I will help the team check how consensus is on the solution on a scale of 1-10. How did it help the team solve the root cause?
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veerinyaorn Luangboriboon
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When Action Learning session is clear solution within 60 mins but the schedule was planned in 90 mins, I will turn the 30 mins into the second objective of the Action Learning thru Team Learning. More time can be spent to reflection about Powerful question, good practice, apply topic and leadership skill.
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Binh Thanh Ta
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First, I would make sure that all steps of the coaching sessions must been followed rightly. Then, I would make a question to all the member about their satisfaction with the session and the solutions to the problem of PP. If the team are happy with the results, 30 mins left would be a good chance for the team to practice their learning. Team member will reflect, recall, share what they learn and give more detailed feedbacks to others.
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Panchali Kiratiruchirawong
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If the team reaches a clear solution before the scheduled time, I will ensure that the solution is comprehensive and explore alternative options. I will also utilize the remaining time for team learning by engaging in reflective activities such as asking powerful questions and lessons learned. These skills can be applied to both the job and life and how to enhance leadership abilities in these sessions.
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Joanna Płaskonka
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As Action Learning Coach I would check with the group whether they believe they achieved the goal (I would make sure that it’s their perspective that they have a clear solution; not mine). If their answer is ‘yes’, I would ask them what do they want to do with the remaining time.
In general, I don’t believe we should artificially extend the Action Learning session and it’s ok to finish earlier (of course, we should remember about learning part and checking with the group what did they learn and how did they work on their leadership skills).
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Kamila Dzierżanowska
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If all the steps in the script have been completed, I ask the group if they agree on this solution; if they agree, we move on to planning the actions that will be taken as a result of the session. If there is still time to spare, I inform the group about the spare time and ask if they want to finish earlier or increase the space for sharing conclusions regarding individual and group learning.
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Yin Mun Yue
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Assuming that all the interventions outlined in the Coach Guide have been carried out and the team has arrived at a clear solution, I would ask the Problem Presenter if he/she has a clear solution along with specific actions he/she is going to take. Additionally, I will also check if he/she is ready to share the actions.
If the answer is yes, I will proceed with the remaining 30mins by following the Coach Guide spending more time on the Reflections on Learning segment.
If the answer is no, I will ask the PP ‘How would you like the team to help you in coming up with the actions?’, continue with the process ‘Who has the next question?’, and subsequently move to the commitment to actions and Reflections on Learning part.
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Jerrel Denijn
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It is important that all steps of the script have been done. And when a team is ready to do formulate solutions, the next step van be worked out: to ask the problem presenter what actions Will be taken. If this is all fixed in 60 minutes, that is okay as long as the problem presenter is helped, the steps are well done.
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Surawut Dudsdeemaytha
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If the process is run in a correct steps and the scripts has been correctly followed. Also, team members agree that they all happy with the session, I will ask if they want to spend the rest of the time to come up with an action step, then I will wrap up and end the session
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Elizabeth Webb
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As an Action Learning Coach, I would want to ensure that all steps of the script had been followed and that the team is truly ready for the learning portion of the session. I would do a check in to ask the problem solver, “On a scale of 1-10 (1-not at all satisfied; 10- very satisfied), how satisfied are you with the solution that has been put on the table?” This could potentially be a good question for the team, but it is most imperative that the problem solver feels the “clear solution” is the “right solution” that they can take action on. If the problem solver responds with a low number, I would ask “what would be most beneficial to you in feeling confident in the solution at this time?” If the problem presenter responds with a high number, I could follow up with “I am glad you feel that way – on a scale of 1-10 (1-not ready; 2-very ready), how ready does the team feel to move onto the learning portion of our session?” I would ask them to write a number down and share it at the same time. If everyone feels good, I can use the script to bring the team into the learning portion of the session and use the excess time to give the team the opportunity to more deeply reflect on their leadership competencies and work as a team.
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Elise Foster
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As the action learning coach, I would intervene by saying: Team, it looks like a clear solution has emerged, is everyone clear on the action items the problem presenter has committed to execute? Yes/No (Thumbs up for yes, thumbs down for no)
If No: Team, what is the impact of not being clear on the committed action steps? [invite responses]
Follow-up with, team, given the impacts of unclear action steps, what do you want to do to move forward?
If Yes: It sounds like the problem presenter has a solution and their action steps are clear, is there anything more that someone wants to ask or say?
Team, what options do you see for moving forward?
An alternative in the “yes” direction could be: Well team, the problem presenter feels complete and you all are clear on the committed action. Is now a good time to check-in on our leadership skills or would you like to do something different?
Sidebar: In the first option, my hope is to check to see if there is anyone who has maybe been silent or a new question has come up and give them space to be heard (that said, if the problem presenter is feeling good, maybe this is unnecessary).
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Dale Forkner
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If I believe the team has come to an honest conclusion, I find nothing wrong with ending early. If, however, I feel they have reached a nonviable solution I would, based on my professional experience, address what I believe they have missed and offer a suggestion to solicit further discussion.
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