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Posts Tagged ‘Action Leaning’
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“In the first session I realized how this process enables colleagues to constructively provide essential input and different viewpoints. The ground rules are disruptive to probably most standard dynamics in a team – in a very positive way! The process allows to surface elements that otherwise remain hidden or not voiced and this ultimately upscales the understanding of everyone. Only speaking when asked also prevents any sidetracks and increases the focus in the discussion. I found it a great methodology to improve effectiveness of the team.”
“I was genuinely impressed with the impact the Action Learning approach had on our team dynamics.”
Peter Streibl
Country Manager
Takeda, Thailand
“I saw that when the accountability becomes ours, the collaboration just happens. We also made our environment very safe and very stimulating. I believe that Action Learning has created a new purpose for our organization to help others.”
Ashwini Timblo Gupta
Owner
Pathfinders Preschool
Mumbai, India
HR Friday used Action Learning to move from a social network to a social enterprise. The organization’s key volunteers developed the long term plan and established task force teams to implement the plan in a single year. At the same time, participants developed their leadership and questioning skills tremendously.
“We made great progress in delivering courses and sharing sessions to Taiwan’s HR community. Four years after the start of the Action Learning program, we keep on using Action Learning in our talent development program and in our management meetings.”
Charles Lu
Founder & CEO
HR Friday
We used Action Learning to build a shared vision between owner and management team and developed the goal of creating a so-called self-developing team. We have seen a visible growth of integration inside the company, strengthening the culture of mutual trust and respect. The team and the level of integration inside the team became a value for the team itself.
“Our meetings are now held in the manner of Action Learning, without interruptions, focusing on what was said and not on who said it.”
Vladimir Plasvsky
Owner
Aquaecology
Leading the learning function within a large and fast growing company as Google, WIAL Action Learning is attractive both in its structure and its results. Through the virtual session we experienced, we were able to bring Action Learning to our teams and integrate the methodology into our problem solving and decision making groups.
“WIAL Action Learning is attractive both in its structure and its results.”
Dr. Veronica Haight
Google People Operations
Google
As an action learning coach, how would you handle the following situation:
Well answering the question “What could be better?” the team slips back into problem solving even though you have not concluded the check in.
As an Action Learning Coach how would you handle the following situation:
The problem presenter decides this is a game where the team members have to guess what they are thinking the real problem is. Consequently, they keep their answer as short as possible, not giving any more information than s absolutely required to answer the question.
As an action learning coach, how would you handle the following situation:
A participant explains what they believe the problem is rather than just reading what they have written.
As an action learning coach, how would you handle the following situation:
The problem presenter consistently waits until lasts to read their version of the problem.
As an action learning coach, how would you handle the following situation:
A team member finally asks the question that you knew would bring the whole situation to light. The rest of the team responds but is confident that’s not where the real problem lies.
As an action learning coach, how would you handle the following situation:
A team member attempts to do a process check for you, but handles it abruptly. For instance – instead of checking without judgement, they turn to another team member and say – “I’ve observed significant tension from you, what’s the impact of that on the team?” The other team member gets angry and says – “I wasn’t tense! Now I am!”
As an action learning coach, how would you handle the following situation:
A team member does a process check.
As an action learning coach, how would you handle the following situation:
The team has reach consensus on the problem and the goal but is having trouble transitioning to the solution phase.